Running Head: HR MANAGEMENT TOOLS AND TEAMS 1

HR Management Tools and Teams

Student’s name

University

Course Name

Professor’s name

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HR MANAGEMENT TOOLS AND TEAMS 2

Managers in the Department of HR are responsible for several things. Human

resource managers must also ensure that staff and companies have the administrative

component functioning properly. Furthermore, these managers must always be at the

forefront if the organization, in competition with other organizations, can lose the personnel it

has and must pass the lengthy process of appointing new employees. In addition, this

workbook explores what instruments are required for managing workers, manufacturing

workloads, and enhancing team dynamics.

Part 1: Organization Selection

Health Care Organization Selected: Boise VA Medical Center

Part 2: Staffing and Work Production

Quality Improvement and Control Improvement and Techniques (Which

(Responsibility for "quality improvement techniques improve quality?)

and controlling"?) 1. Flowcharts: explain the method with the

A manager is responsible for the proper sequence and description

following: graphically[ CITATION Hun08 \l 1033 ].

1. Developing and tracking the whole 2. Pareto Diagrams: placing data in the

organization's human resources plans, hierarchy. It is also a tool for defining,

processes, techniques, and assessing, and summarizing non-

procedures[ CITATION Kha17 \l 1033 ]. conformities[ CITATION Hun08 \l 1033 ].

2. Establish employee and management 3.Diagrams of cause and effect: A diagram

relationships in response to requests, called an Ishikawa diagram or diagrams of

concerns, and other issues[ CITATION bonefish because of the diagram structure.

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Kha17 \l 1033 ]. Furthermore, it reveals the undesirable impact

and the associated triggers, which can

3. Build a healthy working contribute to or may lead to this

climate[ CITATION Kha17 \l 1033 ].
effect[ CITATION Hun08 \l 1033 ].
Tools of Control Examples of Use

In the department of the human resource 1. Cause and effect: the VA facility attempts

department that I manage, I would use: to identify factors that help increase the

1. Cause and effect diagram infection rate. Cause and effect. As a

2. Control Chart
consequence, interviews and conversations
3. Stratification
lead to a range of reasons organized into a

diagram.

1. 2. Monitor Chart: The VA facility needs to track a

specific procedure, and for each patient and

provider, there is time for variability pf. The

hospital expects a process to take some time, and

enough is completed to prevent a drastic difference

in a monthly average. Control limits are also defined

using a measured 99.5% confidence interval and a

deviation of 0.5% unless adjustments are made.

Furthermore, if the control limits are infringed, it

will be helpful to look at patterns in control limits

and alert the clinic to something odd. An abnormal

event is an alternating data point pattern above or

below the intermediate point.

2. 3. Stratification: is a way of the VA deciding if a

person is at or high risk of infection by a list of

popular warning signs that harm himself:

Stratification:

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3. Popular warning signs such as suicide plans, recent

attempts, ongoing preparatory behavior, acute

mental illness Common risk factors include access

to means, aggressive psychosocial stressors such as

work loss, relationship breakdown, etc.

Benchmarks Examples of Use

Internal Benchmarking 1. Internal benchmarking: multiple divisions

1. Competitive Benchmarking or offices with their health centers work

2. Generic Benchmarking
between the VA. Internal benchmarking:

Example: Boise VA hospital manager would

like to know if Idaho has a higher score for

patients' overall satisfaction at VA clinics in

Caldwell, Idaho, or Pocatello. The Boise VA

tracks all clinics within its expertise in the field

of problems or offers support in enhancing

their processes or practices[ CITATION Fol19 \l

1033 ].

1. 2. Competitive benchmarking: When the Boise

VA medical center, for example, in Boise, Idaho,

compared its metrics with St. Luke's and clinics.

Another example would be the contrast of the Boise

VA Medical Center with a VA Medical Center in

the US[ CITATION Fol19 \l 1033 ].

2. 3. Generic benchmarking: when the company has

workers who can bring a new way of thinking and

improve the organization. The medical facility VA

will equate its admission rate to the check-in

process in a hotel, for example. This idea is intended

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to compare how one person gets from one point to

another by generically breaking down the

date[ CITATION Fol19 \l 1033 ].

Organization Vision and Mission Alignment

(Identify your selected organization’s 1. 1. The diagram of cause and effect will fit with the

mission and vision of VA to figure out what the

mission and vision.)
problem is and what causes the pain and take the
1. 1. Vision: offering veterans advantages and
necessary steps to address this issue. This will also
resources of the world by upholding the
contribute to the best possible treatment for their
highest levels of compassion, dedication,
patients.
excellence, discipline, completeness,
2. 2. The control chart will allow VA to monitor
transparency, and stewardship[ CITATION
problems or processes over a particular duration to
Abo17 \l 1033 ].
see what adjustments are required to achieve the
2. 2. Mission: To fulfill the pledge by President
mission and vision of the organization.
Lincoln to "Serving and honoring the men
3. 3. The stratification allows the VA to know which
and women who were American veterans,
patients are at risk or not for asses in urgent need of
who will have to wage the battle, and his
treatment at some times.
widow and his orphan"[ CITATION

Abo17 \l 1033 ].

Part 3: Team Dynamics

Characteristics (Identify Attributes (Identity Practices (Identify

characteristics of successful attributes of successful practices of successful

teams.) teams.). teams.).

Any of the attributes of Some qualities of good Several suitable team

effective teams indicate the teams are inspiring leaders, activities are management,

way the team is going. For team unity, and positive team leaders, team

example, to interact freely and communication[ CITATION diversification, the

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frankly, identify everyone in Sch171 \l 1033 ]. definition of team

the community, promote risk- priorities, promotion of

taking and progress. In direct and open

addition, the teams often take communication, and

accountability and motivation.

communication openly as a

team and as individuals. Also,

have shared priorities, diverse

views, teamwork, and team

confidence[ CITATION Sch171 \l

1033 ].
Methods and Approaches Examples of Use

Trust: The team members must trust each 1. Some examples of confidence are

other, so each person is trusted and able to truthful contact, and nothing is retained.

have trust. In addition, it allows everybody to The manager or supervisor must also lead

be accessible and vulnerable to their abilities, by example, as the people below follow the

shortcomings, failures, etc. Furthermore, the example and do the right thing. In addition,

trust provides an atmosphere to help by learning who the employees are and

overcome conflicts and create an professionally, to meet the employees

environment for learning[ CITATION Sch171 \l personally. Furthermore, it does not blame

1033 ]. a single person but instead allows the

1. 2. Clear communication: collaboration is workers to think about the error and

essential to exchange thoughts, ideas, concerns,
prevent it from happening again. Talk
etc. (Peters, 2015).
about confidence questions: when issues

are trusting one or more team members, an

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anonymous questionnaire should be

conducted to determine why there is a lack

of confidence (Building trust inside your

team, n.d.). Within VA, the patients in the

company should be looked after in trust

between colleagues. These examples must

be used to treat patients and ensure that no

human health errors are present, which

could have repercussions for both the

patient and the employee.

1. 2. Some examples of open contact are weekly

or bi-weekly meetings, exit interviews for

employees, and annual reviews so that each

individual or department can remain on the

same page as the facility. In my organization,

every department (not on the same week)

would hold a bi-weekly or weekly meeting to

discuss all concerns. Moreover, by a bi-weekly

seminar, each department would be allowed to

address any thoughts that it may have. Annual

evaluation will allow one-on-one structured

interviews to assess the success of each

employee, what they are good at and what

needs to be done. In addition, employee exit

interviews provide workers with the ability to

gain input on the facility to retain their

employees in the future. Since VA is having

problems with employee difficulties with

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opening up contact to find a way to leave and

be more sensitive when performing annual

reviews, the two-weekly/weekly meetings will

allow the departments to find out what happens

in the rest of the organization and to provide

information on the shared drive of the

organization so that if anyone could not attend

a meeting, they can look up.

Part 4: Cross-Functional Application

1. In the area of health care, leaders need to be effective with their expertise and skills. Often, the initiative

and critical thinking skills are taken by those skills and expertise required to improve one's career, and

one should listen to others to gain input. In addition, to inspire and affect other workers positively,

discipline, assign assignments, learn from other team members, manage disputes, and learn the

fundamentals (Sonnino, 2016) to strengthen themselves and patients' treatment (SONNIO, 2016). For

instance, An inclusive leader uses the same strategy to improve the treatment of staff as every other

factor and improve patient care. The leader will listen to staff and patients and understand relevant

research as if another organization’s leader struggles with a similar problem. They were adapting proof

methods using real-time input from workers and organizations. Although the NHS management staff in

England have managed both managerial and hospitals and many physicians may not consider managers

and lead teams, they are employed at Band 7 or below as they are in the national health services (NHS).

2. Also, leaders recognize that inclusion is vital to the use of diversity while demographic diversity is

important. Inclusive leaders often wonder if they are likely to succeed if steps are proposed to change

attitudes and community. Leaders also take a public health approach to change business environments

and structural obstacles to respond to individual concerns, credentials, and leadership recognize the

critical importance of their position and actions because principles are crucial for good leadership.

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Furthermore, the Board of Directors will call for transparency, everyday awareness, organization,

effective communication, concern for people, close relations, dispute resolution, and flexibility for

managers. When leaders react to problems and communicate effectively, they can only have technical

answers to particular unexpected and disruptive challenges. In addition, the leader can build from their

different skills in solving this last problem and provide room for open discussions. A wide variety of

workers can offer a variety of ideas and possible solutions for any discussions.

Conclusion

Finally, all human resources administrators have several roles in supervising and carrying out

to ensure a smooth organization. Administrators also use several methods to monitor and

document issues and processes by using various tools. Furthermore, workers must ensure that

their employees can function efficiently with abilities, characteristics, and qualities. To do the

job at best to meet high expectations and ensure the employee and company are taken care of,

human resources managers need to communicate, possess the know-how, abilities, etc. In

addition, human resources managers take considerable responsibility and care in ensuring that

they, the human resources department, have the requisite skills to reset the organization.

References

About VA. (2017). Retrieved from United States Department of Veterans Affairs.:

https://www.va.gov/about_va/mission.as

Foley, A. (2019). 4 types of benchmarking in health care. Retrieved from Clear Point

Strategy.: https://www.clearpointstrategy.com/4-types-of-benchmarking-in-

healthcare-benefits-of-each/

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Hunghes, R. G. (2008). Tools and strategies for quality improvement and patient safety. . In-

Patient safety and quality: an evidence-based handbook for nurses.

https://www.ncbi.nlm.nih.gov/books/NBK2682/.

Khatri, N., Gupta, V., & Varma, A. (2017). The RelationShip Between HR and Capability

and Quality of Patient Care. In Human Resource management.

Schoutz, M. (2017). Ten team characteristics for effective teamwork. Medium. Retrieved

from https://medium.com/@mikeschoultz/10-team-characteristics-for-effective-

teamwork-e0429b362ddd

Peters, C. (2015). 5 ways to encourage a culture of collaboration. XanEdu.

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