Employee Relations

Employee Relations

The measure of greatness of any organization is a mirror image of the leaders and their employees. As the Vice President of Human Resources, it is ultimately your responsibility to make sure that all employees have the suitable training and right to use to any documentation or instruction as to what their job description details and how they are to perform in that role. Every organization has a certain culture that drives the overall vibe and work ethic of each staff member. The relationship between management and an employee is also vital to that person’s success and longevity in that position. As an organization, one would want the best, well-trained employees working for them. After the selection of the appropriate candidate has taken place, training is the next big task to tackle. One wants to make sure that the training is done properly to ensure that the job performance is up to the standards expected by organization and produce the best outcome possible for the organization. This is why it is so crucial to be able to combine training and job performance. According to an article in Global Knowledge, there are some top strategies that organizations should practice to combine performance and training, which are: “understanding the job as a System, link learning to a business process, build a performance support system, implement a continuous improvement framework, use action and organizational learning practices, and bring the job to the learning” (Severs, 2010). These strategies will help organization integrate job performance and training effectively.

In the healthcare field, many of the performance tasks are governed by external regulations that are regulated by state or federal laws regarding scope of practice and basic standards of care. As the Vice President of Human Resources, effectively communicating the mission and values of the organization and outlining the performance task for a certain job description is a strategy that could be used by an organization. This will make certain an

employee is being trained on the necessary tasks and that the employee is going into the direction in which the organization wants. For example, if the mission of a hospital or health care facility is dedicated to providing quality patient care with using faith based and spiritual healing tactics then job training for all employees will incorporate certain training with these strategies. The strategies may or may not be the same; it all depends on the position in which an employee is training (Severs, 2010). The training manual of a Respiratory Therapist of an organization may include these training points:

Respiratory Therapist

1. Providing quality patient care with unrelenting attention to clinical excellence as a Respiratory Therapist

a. Keep