LESSON LEARNED 4

QUESTION 1
Lessons Learned Posting by Tuesday at 11:59 pm EST: You will share the information that you learned from your course readings, your peers, and your research. Assess how your initial understanding of the topic differs from your present views. Define the lessons (minimum 1) learned and the outstanding questions (minimum 1) that you still may have had on the topic. 
USE THE READINGS ATTACHED AND THE DISCUSSION POST BELOW TO ANSWER QUESTION 1. HALF A PAGE
QUESTION 2
DISCUSSION 1
REPLY TO THE POST AND INCLUDE A REFERENCE
HALF A PAGE
Recruitment Practices
The hiring process starts out with managers. Additionally, there are particular measurements on choosing the appropriate selection amongst applicants. Two key portions of recruitment are obtaining and retainability. Management is highly encouraged to monitor, negotiate, consider resources and integrate the business aspect upon recruitment. Also, a manager oversees the staff diversity and policies. There are seven subcategories within obtaining and retaining employment. The following are:

  • “Planning for staff
  • Designing jobs and work
  • Hiring staff
  • Developing staff
  • Appraising performance
  • Compensating staff
  • Protecting staff” (Olden, 2019).

Obtaining staff and retaining staff are closely interconnected. Competitive starting pay is a strong tactic for the obtaining staff. The retainability aspect is future rise in a staff’s salary. This example demonstrates compensating staff. A second example is the development of staff in a facility that consists of physicians and future physicians that are in their residency.  According to Block (2016), “… providing value-added interactions such as hands-on procedure. It provides valuable one-on-one time and develops ongoing mentor-mentee relationships that can last a professional lifetime al skill training for the residents in their own continuity clinic helps to ease the educational load from an already busy team of faculty members”. There are several types of learning. The second example shows tactile learning and benefits the facility on time management, gaining mentorship and training. Moreover, the seven  practices best describe the strategical approach , the “employee experience”. The result of implementing the “employee experience” influences a staff’s financial, physical, & mental welfare. Employees are key for the community’s health.
References
Block, D. J., MD. (2016, July & aug.). UNDERSTANDING RECRUITMENT AND RETENTION [PDF]. Healthcare Professionals.
Peter Olden. (2019). Management of Healthcare Organizations: An Introduction, Third Edition: Vol. Third edition. Health Administration Press.
QUESTION 3
DISCUSSION 2
REPLY TO THE POST AND INCLUDE A REFERENCE
HALF A PAGE
Topic: Performance appraisals, performance reviews, or overall employee performance assessments.
It is crucial to appraise your staff on a routine basis and also a formal annual performance review. An employee works better when they feel appreciated and not forgotten. According to Olden (2019), even if a formal appraisal indicates acceptable performance, managers should regularly follow up with the employee to ensure satisfactory progress on annual performance goals. Most employees leave their job because they feel unappreciated. Routine appreciation will make the employees work better and have something to look forward to. A medical assistant will benefit from receiving day-to-day feedback in short conversations during the week about specific aspects of job performance (Olden, 2019, p. 194). For example, I started a rewarding auction program with my staff. Every time I see someone who goes above, and beyond the doctors and I give them monopoly money. At our quarterly auction, they can bid with monopoly money like real money to purchase gift cards and other prizes. The staff looks forward to receiving monopoly money, and they have lots of fun at the auction. This was an extra on top of annual performance reviews. My turnaround is super low because I make sure to appreciate the staff daily. I also do employee of the month and give random gift cards out. In my opinion, an employer cannot expect the employee to give their one hundred percent when they do not appreciate and praise them. It would be best if you gave appreciation at all times or you would lose your employees. A positive climate also leads to improved work relationships, communication and support, and overall effective and improved performance (“Employee evaluation review : Using feedforward to improve performance,” n.d.). A manager must find ways daily to appreciate their staff. A simple “thank you” could go a long way. Treat your staff the way you want to be treated!
Reference
Employee evaluation review : Using feedforward to improve performance. (n.d.). Retrieved from https://eds-s-ebscohost-com.ezproxy.umgc.edu/eds/detail/detail?vid=2&sid=b9a1aeda-76a1-4e6b-84e8-934f91d9eaa3%40redis&bdata=JnNpdGU9ZWRzLWxpdmUmc2NvcGU9c2l0ZQ%3d%3d#AN=edsemr.10.1108.HRMID.05.2019.0147&db=edsemr
Olden, P. C. (2019). Management of healthcare organizations: An introduction (3rd ed.). Retrieved from https://eds-p-ebscohost-com.ezproxy.umgc.edu/eds/ebookviewer