Human Resources Final Project :

Baptist Health, headquartered in Louisville, Kentucky is the largest not-for-profit healthcare organization in the state. The vision of this HCO is to be nationally recognized as a healthcare leader in the state of Kentucky. Baptist Health was originally founded in 1924 as a single 120 bed hospital in Louisville, Kentucky. Expansions in 1953 with the addition of Western Baptist Hospital in Paducah, Kentucky and in 1954 with the addition of Central Baptist Hospital in Lexington, Kentucky created the foundation for the HCO known today as Baptist Health (Welcome to Baptist Health hospitals and clinics in Kentucky, 2013).

My experience in both my previous career in nursing and human resources has dealt with approaches in quality improvement in patient safety and different metrics in the turning up organizational behavior as well as up swinging the operations of the organizations respectively. We live in a rapidly changing world, and healthcare industry is not exempted from it. Because I will be playing an indispensable role in the future, I am very interested on the concept of quality improvement and what not and identify possible future challenges and draw lessons from healthcare organizations that has spearhead innovative changes to providing healthcare by pursuing the triple dimensions of the improvement of healthcare in general that is Improving the patient experience of care (including quality and satisfaction); Enriching the health of populations; and Reducing the per capita cost of health care.

Baptist health south Florida is the largest faith-based, not-for-profit healthcare organization. Baptist Health attends more than 100,000 people every year. The unique pineapple logo, an ancient symbol of hospitality, reflects a patient-centered focus or friendliness and welcome. Baptist Health was built in 1990, but its practice of medical quality goes back for years. Baptist Hospital is a 728-bed facility situated in the Kendall area of south Miami-Dade County, twenty minutes from Miami International Airport. Created in 1960, the hospital offers an extensive variety of medical, surgical and technological facilities. Also situated on the campus of Baptist Children 's Hospital and Baptist Cardiac & Vascular Institute, as well as the Regional Cancer Program and the Diabetes Care Center. Baptist received the Florida Governor 's Sterling Award for Quality in 1996.

Human resource department is the field that takes control of training and overseeing employees. Therefore, it is important for HR personnel to develop and maintain some skills and knowledge in that field. Based on the CIPD HR professional map, there are some strategies, insights and solutions that can be followed. One of them is to ensure that Individuals understand the organization 's external goals and objectives and the different functions within it. Through understanding what should be done, employees will be able to focus on what they can do to help their organizations. Moreover, promoting leadership among teams and encouraging people to lead and make decisions is one of the most successful strategies used nowadays to

Human resources departments (HR Departments) are important and vital assets in a health care organization because HR Departments understand what health care is from a payers, physicians, consumers, regulators, and employees perspective. HR Departments provide strategic planning and functional support to an organization. HR Departments need to work with individuals in the organization to ensure the organization is successful and make sure every employee understands his or her duties (Gomez-Mejia, L., Balkin, D., and Cardy, R., 2010).

The patient experience (PX) is becoming a vital movement in healthcare today. There are several components to an organizations patient experience process and help leaders to make the patient experience journey successful. Patient experience (PX) impacts quality and patient safety, cost management, retention, and outcomes. Accountable leadership committed to driving the patient experience shift in behavior is crucial. Development of the definition of what excellence is to the organization, along with strong, positive organizational culture needs to be committed to. There needs to be implementation of defined processes with alignment across all segments of the continuum of care. There are several trends affecting the patient

What would you do differently if you had it to do all over again? Why?……...7

Healthcare facilities have a legal and moral obligation to provide the high quality patient care, (Huber, 2014). The Quality Management team’s goal will be to continually strive to improve the care their organization delivers. In order for this to be achieved their must goals and objectives to work towards. The success of these goals and objectives are dependent upon The Quality Management Structure of the organization. With proper implementation and management of the quality care initiative, the organization should an improvement in patient safety and clinical outcomes.

The ability to provide patient’s health care services that supersede their anticipated outcome is quality care. By delivering care that communicates effectively and is delivered in a competent manner the focus is on providing care that is rooted in strong evidence-based clinical research. Total quality must come from the organization as a whole. Therefore, focus must be on running the business from the perspective of delivering quality care internally and externally. Establishing effective clinical practice guidelines are directly related to an organization 's ability to deliver quality care internally and externally.

4) Maintaining the quality of care: identifying goals for safe, effective, patient-centered, timely, efficient, and equitable care and supporting an organization that will attract and retain the most competent physicians, nurses, and other caregivers (Griffith & White, 2007).

Knowledge management functions in the human resources community are very active and very broad. Human resource operators use some form of knowledge management in almost everything that they do. There is also what many perceive as an overabundance of information. Based on this overabundance and the many different tools available, the way that human resource operators perform their duties varies quite a bit. The systems and processes that human resource operators use across the three components also vary widely. I will focus on the knowledge management tools, systems, and resources that are currently being used by human resource professionals in the New York Army National Guard. I surveyed human resource professionals at the battalion, brigade,

There are many hospitals, outpatient clinics, doctors offices, outpatient surgical centers, nursing homes, and other clinics in the United States. There is a truth where these healthcare organizations either survive, thrive, and fail. The key foundations for a thriving healthcare organization is having cultural, operational, and strategic excellence. It is important to have an environment where people strive for the core values of the healthcare organization. Providing excellence service for the patients, having great communication, and providing empowerment for the members of the healthcare organization and the patients should be emphasized. There should be a constant research and evaluation to improve the overall operation of the organization.

1. Locate several job descriptions that apply to the position you have selected from the list above.

Human Resource Management can best be described as the area of an organization that is responsible for recruiting, training, motivating, and retaining employees. Although these are the main functions of Human Resources, other functions fall under the umbrella of Human Resource. Over the years Human Resources has evolved and including many more functions including compensation, benefits, performance management, and evaluation. No longer are Human Resources just for hiring, training, promotion, or terminating. There are several new privacy laws such as HIPPA, which Human Resources have to ensure company compliance. Another common misconception of HRM is the function is there for hiring, handing out

1. Define and explain the significance of the term ‘derived demand’ as it applies to Strategic Human Resources Planning. (5 marks)