Human Resources and Staffing Crisis at Blumberg’s Nursing Home
Human Resources and Staffing Crisis at Blumberg’s Nursing Home
Staffing is an important aspect for any organization as this provides the necessary workforce to enable organizations in achieving their goals and objectives. Different employees in an organization perform different roles and responsibilities, which are important in helping the organization to operate effectively and achieve the desired goals (Shi & Singh, 2015). Due to the environment that surrounds Blumberg Nursing Home, the facility should ensure the provision of adequate resources to address the high population in Suburban Philadelphia that is attributed to the increasing demand for healthcare services. The firing of most of the workers in the organization will affect the operations of the organization in different aspects, which may affect the performance of the organization (Shi & Singh, 2015). This paper is meant to address and make recommendations on human resources and the staffing crisis at Blumberg’s Nursing Home.
The Immediate Staffing Needs at BNH and the Order in Which BNH Should Fill the Main Unstaffed Position(S)
Staffing needs include the gaps in the number of required nurses to address the medical needs of the people. It is the responsibility of the human resource to identify and address the staffing needs as this may negatively impact the performance of the organization (Singh, 2016). One of the measures taken to address the staffing crisis at this facility is the appointment of a nurse as the interim Director of Nursing. The appointment of the nurse as the Director of Nursing is against the federal regulations, which demand that the Director of Nursing should be a registered nurse (Singh, 2016). This action may lead to legal consequences against the facility as well as gaps in the nursing roles due to giving the charge nurse new responsibilities.
Due to the increasing demand for healthcare services because of increased healthcare insurance which is attributed to the Affordable Care Act, the roles that nurses play are important and any understaffing of nurses can lead to negative consequences (Singh, 2016). The human resource is important in filling the unstaffed positions by hiring new employees to these positions. Due to the importance of these positions, it is important to review the qualifications of the new members as per the guidelines provided by the organization’s regulations as well as the federal regulations (Singh, 2016). The first position to be filled is the reception because of the role, which he/she plays in an organization.
The receptionist is the first person who members meet upon reaching the organization. He/she is responsible for providing direction and information to other members of the organization as well as the public. The Director of Nursing should follow who is important in directing and managing the nursing workforce (Singh, 2016). This should be done according to the required regulations, which include being a registered nurse. The final position will be the dietary aid since this position does not highly impact the performance of the organization. Administration functions are the main and important functions of any organization, which should be addressed first. This is because they determine all other functions in the organization (Singh, 2016).
Human Resources Policy
Formulating a human resource policy is important to prevent the actions of the previous employees from being repeated in the organization. This is also important in providing information to the other employees on the importance of adhering to the organization’s code of ethics. This policy will help in conforming to the organization as well as the professional regulations, which will ensure that the quality of healthcare is maintained (Lazarova, Morley, ; Tyson, 2014).
Blumberg Nursing Home Human Resource Employee Conduct Policy
Blumberg Nursing Home is dedicated to ensuring that employees perform their roles and duties responsibly by adhering to the Blumberg’s code of ethics. It is important to adhere to all legal, organizational, and professional standards, which is the foundation for the provision of healthcare services (Lazarova, Morley, & Tyson, 2014). BNH is also committed to ensuring a good working environment for all employees to avoid disrespect, harassment, and any form of discrimination in the organization. All employees will be treated equally and provided with the required resources to ensure that they perform their responsibilities effectively. This policy covers all members of BNH in their responsibilities on behalf of the organization (Lazarova, Morley, & Tyson, 2014).
For this to achieved, employees are expected to:
Behave responsibly with or without supervision in performing their different roles and responsibilities in the organization.
Respect and adhere to the enacted organizational, legal, and professional regulations.
Maintain good morals at the same time upholding integrity and transparency in the organization.
Purpose of the Blumberg Nursing Home Human Resource Employee Conduct Policy
This policy aims at ensuring that employees observe and adhere to their professional ethics, respect the enacted regulations, and maintain integrity while in the workplace. This is important in maintaining the organization’s reputation and corporate image (Lazarova, Morley, ; Tyson, 2014) This is necessary for the organization to get sponsors and partnerships to help in addressing some of the healthcare issues. This policy may not cover all aspects surrounding the employees, which require the employees to seek guidance on some of the challenges they encounter and taking any action, which may impact the organization (Lazarova, Morley, ; Tyson, 2014).
Reporting Inappropriate Behavior
The reporting process is important for disclosing information related to inappropriate behavior for action to be taken. This may be done in formal writing to the human resource where the violated rules are included for documented purposes (Lazarova, Morley, ; Tyson, 2014). In matters of urgency, violation of regulations should be directly reported to the human resource manager to help in preventing any negative effects associated with the violation. Information provided should include a brief description of the breach of the policy. Investigations will start immediately to identify the violation of the regulations where action will be taken (Lazarova, Morley, ; Tyson, 2014).
Upon verification of the breach of the policy, the employee is expected to defend his/her actions by facing some of the management personnel to ensure a free and fair hearing and avoid discrimination (Lazarova, Morley, ; Tyson, 2014). If the employee is found guilty of violating any regulations, immediate action, which may include termination of employment or punishment, may be taken. Punishment may include covering any expenses or damage, which may have been caused by his/her actions (Lazarova, Morley, ; Tyson, 2014).
Leadership and Management Skills
The facility administrator should have both leadership and management skills to enable him/her to effectively address the aftermath of the crisis, which has affected the organization (Guo ; Castillo, 2012). This is also important in improving and maintaining employee morale, which may be affected by the firing of the workers. One of the leadership skills is effective communication, which plays an important role in an organization (Guo ; Castillo, 2012). Since the employees may have lost confidence in the organization, it is important that the administrator effectively communicates with the other employees on the reason for the termination. Explaining to the employees on the reason for termination will enable the employees to understand the reason surrounding the termination of these employee services (Guo ; Castillo, 2012).
Effective communication can be used to address any negative emotions, which may be attributed to the termination of the employee services. A management skill which is important is problem-solving skills which involve active listening and team building which are important in addressing some of the issues which the employees may be facing (Guo ; Castillo, 2012). This will enable the administrator to understand what the employees may be going through and implement effective strategies to address any major concerns, which may have negatively affected the employees. This will positively contribute to improving the employee morale and ensure adherence to the enacted regulations in the organization (Guo ; Castillo, 2012).
Strategy for BNH to Use the Quality Indicator Survey to Improve Administrative Practices and Ensure Future Compliance at the Facility
It is important to understand the Quality Indicator Survey process, which helps administrators in having a deep insight on how to improve the quality of healthcare services (Lin ; Kramer, 2013). This can be achieved by sharing information with other members of the organization which may prevent undesired negative effects which may affect BNH due to the crisis which the organization is experiencing (Lin ; Kramer, 2013). A strategy for BNH to use the Quality Indicator Survey to improve administrative practices and ensure future compliance at the facility is to ensure that certified and registered nurses fill some of the main positions, which is a federal requirement (Lin ; Kramer, 2013). Having qualified nurses is the first and important aspect to ensure that the quality of healthcare services is improved and maintained. This is because qualified nurses are equipped with the knowledge required in administrative practices (Lin ; Kramer, 2013).
The Quality Indicator Survey is meant to ensure that organizations meet federal guidelines in the provision of healthcare services. Understanding the Quality Indicator Survey structure and survey process is important to ensure good survey outcomes and prevent negative effects in an organization (Lin ; Kramer, 2013). This can be achieved by collaborating with the Centers for Medicare and Medicaid services in implementing measures to ensure improved quality in BNH. This agency can also provide oversight roles to BNH in ensuring that regulations and standards are maintained. This will also ensure that the set guidelines and standards are implemented accordingly with details on how sanctions should be imposed on employees who do not adhere to these regulations (Lin ; Kramer, 2013).
Guo, K., ; Castillo, R. (2012). The U.S. long-term care system: Development and expansion of naturally occurring retirement communities as an innovative model for aging in place. Ageing International, 37(2), 210-227.
Lazarova, M. B., Morley, M. J., ; Tyson, S. (2014). International HRM Policy: Policy and Practice. Hoboken: Taylor and Francis.
Lin, M. ; Kramer, A. (2013). The Quality Indicator Survey: background, implementation, and widespread change. Journal of aging and social policy, 25(1), 10-29.
Shi, L., ; Singh, D. A. (2015). Essentials of the US health care system. Jones ; Bartlett Publishers.
Singh, D. (2016). Effective management of long-term care facilities. (3rd ed.). Sudbury, MA: Jones and Bartlett.