review for edits – 2 years ago – 37.5
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– 2 years ago
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– 2 years ago **files (1)** – ## MH512w5.docx **## MH512w5.docx** **Section 3: Compensation and Benefits** Employees have been identified, recruited, hired, and retained (at least in the short-term, whether they stay is up to you). In order to allow engaged employees to provide income and security t…
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**files (1)**
– ## MH512w5.docx
**## MH512w5.docx**
**Section 3: Compensation and Benefits**
Employees have been identified, recruited, hired, and retained (at least in the short-term, whether they stay is up to you). In order to allow engaged employees to provide income and security to themselves and their families, healthcare organizations must consider not only the pay rates they offer their employees but also the benefits they provide. Benefits such as health insurance, dental insurance, life insurance, long-term disability coverage, vacation time, retirement plans, etc. are important to most healthcare professionals. Both the compensation and benefits offered to the employee need to match up with their expectations and needs for the total package to be effective.
Any organization, whether involved in healthcare or some other industry, allocates a certain percentage of its total expenditures to the cost of its labor force. The amount allocated depends on the specific industry; and while there is no exact percentage for healthcare, it is not unusual for a healthcare facility to spend up to 60% of its total expenditures on the cost of labor. Since this expenditure represents over half of a healthcare facility’s budget, it is critical that each dollar spent is spent wisely and represents the best value for that expense.
It falls to the organization’s HR professionals to ensure that the organization has a compensation plan that pays adequately without overpaying. It’s also incumbent on the organization to offer (and pay for) the benefits that are desired by employees and that those benefits are being purchased for the best prices possible.
Also, since many healthcare organizations are open 24 hours a day, 7 days a week, and 52 weeks a year, consideration must be given to incentivizing workers to work non-traditional work shifts; so shift differentials, shift incentive pay, and other strategies need to be implemented to ensure safe staffing levels on all shifts.
As with any organization, healthcare facilities employ diverse staff, including a wide age range along with myriad needs and family situations. Therefore, offering a comprehensive benefits package is vital to workforce stability.
**Compensation**
There are many aspects to a healthcare organization’s compensation system, such as base pay, shift differential pay, specialty pay, competency/skill pay, overtime pay, productivity incentives, commissions, etc. Each job has a value to the organization as measured by both internal and external factors; therefore, all the pay variables need to be aggregated in order to understand the total compensation opportunity for a given position. A system to evaluate both internal and external factors is critical to determine how much pay should be offered for any position. The goal is to spend what’s needed to attract and retain staff without spending more than necessary to achieve that goal.
In addition, job descriptions need to be written for all positions in the healthcare organization. These descriptions need to accurately reflect the specific duties to be performed along with the skills, abilities, knowledge, and any required certifications and/or licenses required to perform the job.
The format needs to be consistent across all jobs so relative comparisons can be made to determine pay ranges and organizational hierarchy.
Be sure to review this week's resources carefully. You are expected to apply the information from these resources when you prepare your assignments.
**Weekly Resources and Assignments**
Review the resources from the Course Resources link, located in the top navigation bar, to prepare for this week’s assignments. The resources may include textbook reading assignments, journal articles, websites, links to tools or software, videos, handouts, rubrics, etc.
**Week 5 – Assignment: Devise an Incentive Plan**
You are the director of Nutrition Services and one of your managers has come to you complaining of low pay, high turnover, high tardy rates, and an inability to incentivize their staff to produce consistent, quality meals on time. In support of the manager and as a strategy to help the manager correct the challenges faced, you have been asked to prepare an incentive plan for the employees of the Nutrition Services department that objectively and fairly addresses the issues mentioned.
You will develop a PowerPoint presentation that you and the director will present to the employees. Include base pay, incentive pay, and other factors that reward the behavior desired and don’t reward the behavior not desired.
Incorporate appropriate animations, transitions, and graphics as well as speaker notes for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists and should cite material appropriately.
Length: 3-5 slides, not including title and reference slides
Notes Length: 150-200 words per slide
References: Include a minimum of 5 scholarly resources
·
[**Human resources in healthcare: Managing for success (4th ed.).**](https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=975459&site=eds-live&AuthType=ip,shib&custid=natuniv)
Fried, B., & Fottler, M. D. (2015).
_Human resources in healthcare: Managing for success_(4th ed.). Health Administration Press.
**Read Chapter 9**
·
[**HR-Guide**](https://www.hr-guide.com/data/G400.htm)
**HR-Guide. (2015). Compensation: Outline and definitions**
·
[**Research: How Incentive Pay Affects Employee Engagement, Satisfaction, and Trust.**](https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=122087605&site=eds-live&AuthType=ip,shib&custid=natuniv)
**Ogbonnaya, C., Daniels, K., & Nielsen, K. (2017). Research: How Incentive Pay Affects Employee Engagement, Satisfaction, and Trust. Harvard Business Review Digital Articles, 2–4.**
**## MH512w5.docx**
**Section 3: Compensation and Benefits**
Employees have been identified, recruited, hired, and retained (at least in the short-term, whether they stay is up to you). In order to allow engaged employees to provide income and security to themselves and their families, healthcare organizations must consider not only the pay rates they offer their employees but also the benefits they provide. Benefits such as health insurance, dental insurance, life insurance, long-term disability coverage, vacation time, retirement plans, etc. are important to most healthcare professionals. Both the compensation and benefits offered to the employee need to match up with their expectations and needs for the total package to be effective.
Any organization, whether involved in healthcare or some other industry, allocates a certain percentage of its total expenditures to the cost of its labor force. The amount allocated depends on the specific industry; and while there is no exact percentage for healthcare, it is not unusual for a healthcare facility to spend up to 60% of its total expenditures on the cost of labor. Since this expenditure represents over half of a healthcare facility’s budget, it is critical that each dollar spent is spent wisely and represents the best value for that expense.
It falls to the organization’s HR professionals to ensure that the organization has a compensation plan that pays adequately without overpaying. It’s also incumbent on the organization to offer (and pay for) the benefits that are desired by employees and that those benefits are being purchased for the best prices possible.
Also, since many healthcare organizations are open 24 hours a day, 7 days a week, and 52 weeks a year, consideration must be given to incentivizing workers to work non-traditional work shifts; so shift differentials, shift incentive pay, and other strategies need to be implemented to ensure safe staffing levels on all shifts.
As with any organization, healthcare facilities employ diverse staff, including a wide age range along with myriad needs and family situations. Therefore, offering a comprehensive benefits package is vital to workforce stability.
**Compensation**
There are many aspects to a healthcare organization’s compensation system, such as base pay, shift differential pay, specialty pay, competency/skill pay, overtime pay, productivity incentives, commissions, etc. Each job has a value to the organization as measured by both internal and external factors; therefore, all the pay variables need to be aggregated in order to understand the total compensation opportunity for a given position. A system to evaluate both internal and external factors is critical to determine how much pay should be offered for any position. The goal is to spend what’s needed to attract and retain staff without spending more than necessary to achieve that goal.
In addition, job descriptions need to be written for all positions in the healthcare organization. These descriptions need to accurately reflect the specific duties to be performed along with the skills, abilities, knowledge, and any required certifications and/or licenses required to perform the job.
The format needs to be consistent across all jobs so relative comparisons can be made to determine pay ranges and organizational hierarchy.
Be sure to review this week's resources carefully. You are expected to apply the information from these resources when you prepare your assignments.
**Weekly Resources and Assignments**
Review the resources from the Course Resources link, located in the top navigation bar, to prepare for this week’s assignments. The resources may include textbook reading assignments, journal articles, websites, links to tools or software, videos, handouts, rubrics, etc.
**Week 5 – Assignment: Devise an Incentive Plan**
You are the director of Nutrition Services and one of your managers has come to you complaining of low pay, high turnover, high tardy rates, and an inability to incentivize their staff to produce consistent, quality meals on time. In support of the manager and as a strategy to help the manager correct the challenges faced, you have been asked to prepare an incentive plan for the employees of the Nutrition Services department that objectively and fairly addresses the issues mentioned.
You will develop a PowerPoint presentation that you and the director will present to the employees. Include base pay, incentive pay, and other factors that reward the behavior desired and don’t reward the behavior not desired.
Incorporate appropriate animations, transitions, and graphics as well as speaker notes for each slide. The speaker notes may be comprised of brief paragraphs or bulleted lists and should cite material appropriately.
Length: 3-5 slides, not including title and reference slides
Notes Length: 150-200 words per slide
References: Include a minimum of 5 scholarly resources
·
[**Human resources in healthcare: Managing for success (4th ed.).**](https://search.ebscohost.com/login.aspx?direct=true&db=nlebk&AN=975459&site=eds-live&AuthType=ip,shib&custid=natuniv)
Fried, B., & Fottler, M. D. (2015).
_Human resources in healthcare: Managing for success_(4th ed.). Health Administration Press.
**Read Chapter 9**
·
[**HR-Guide**](https://www.hr-guide.com/data/G400.htm)
**HR-Guide. (2015). Compensation: Outline and definitions**
·
[**Research: How Incentive Pay Affects Employee Engagement, Satisfaction, and Trust.**](https://search.ebscohost.com/login.aspx?direct=true&db=edb&AN=122087605&site=eds-live&AuthType=ip,shib&custid=natuniv)
**Ogbonnaya, C., Daniels, K., & Nielsen, K. (2017). Research: How Incentive Pay Affects Employee Engagement, Satisfaction, and Trust. Harvard Business Review Digital Articles, 2–4.**
follow all directions – 2 years ago **files (1)** – ## ApplyingData.docx **## ApplyingData.docx** **Applying Data** **The story of John Snow is a dramatic application of data in practice. As an HSPP, your application of data to practice may have effects that seem small at first but could be signific…
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– 2 years ago
**files (1)**
– ## ApplyingData.docx
**## ApplyingData.docx**
**Applying Data**
**The story of John Snow is a dramatic application of data in practice. As an HSPP, your application of data to practice may have effects that seem small at first but could be significant to service users, agencies, and others. The power of data to change practice and lives can be applied at the program level in agencies and other service areas. In this Discussion, you consider the types of data that may be significant and create change in your future practice.**
· Review the Learning Resources and Course Announcements.
· Consider the roles and the agencies you want to work for as an HSPP.
**By Day 4**
·
**Describe the kinds of data you will need to rely upon to improve programs in your area of focus and the lens of your specialization.**
·
**Describe your comfort level when working with data in your area of interest.**
**## ApplyingData.docx**
**Applying Data**
**The story of John Snow is a dramatic application of data in practice. As an HSPP, your application of data to practice may have effects that seem small at first but could be significant to service users, agencies, and others. The power of data to change practice and lives can be applied at the program level in agencies and other service areas. In this Discussion, you consider the types of data that may be significant and create change in your future practice.**
· Review the Learning Resources and Course Announcements.
· Consider the roles and the agencies you want to work for as an HSPP.
**By Day 4**
·
**Describe the kinds of data you will need to rely upon to improve programs in your area of focus and the lens of your specialization.**
·
**Describe your comfort level when working with data in your area of interest.**
[>Management homework help](https://www.sweetstudy.com/fields/business-finance-management) 2 paragraphs include reference SWS format Enforcement of antitrust is essential. Price fixing and fraud in the health care system has resulted in higher costs for care since the actual cost for services is adj…
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2 paragraphs include reference SWS format
Enforcement of antitrust is essential. Price fixing and fraud in the health care system has resulted in higher costs for care since the actual cost for services is adjusted for this fraudulent activity.
– Read this article and discuss the role of the DOJ in enforcement of antitrust: [Healthcare Antitrust Enforcement Outlook with Former DoJ Antitrust Prosecutor and Strike Force District LeaderLinks to an external site.](https://www.natlawreview.com/article/healthcare-antitrust-enforcement-outlook-former-doj-antitrust-prosecutor-and-strike).
– Be sure to respond to at least one of your classmates’ posts.
– 2 years ago
follow all directions – 2 years ago **files (1)** – ## Week9Assignment.docx **## Week9Assignment.docx** Week 9 Assignment: Conducting an Environmental Scan Environment scanning is a tool you will use as an HSSP to monitor trends in your arena of services that helps inform strategic planning for your…
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– 2 years ago
**files (1)**
– ## Week9Assignment.docx
**## Week9Assignment.docx**
Week 9 Assignment: Conducting an Environmental Scan
Environment scanning is a tool you will use as an HSSP to monitor trends in your arena of services that helps inform strategic planning for your organization. In this Assignment, you will demonstrate your ability to conduct an environment scan.
Consider the following scenario:
Imagine that you are a director for an agency in Hart City. As part of the strategic planning process, you need to conduct a partial environmental scan to identify the existing resources, services and systems, and programs in Hart City that serve a target population of the agency.
To Prepare:
· Review the Learning Resources and Course Announcements.
· Select one of the agencies in Hart City.
· Determine the target population you want to focus on for the environmental scan.
· Consider the data you can use to complete the environmental scan.
By Day 7
**Submit** a 2- to 3-page paper that:
· Identifies the agency and target population you have selected
· Reviews the resources, services and systems, and programs in Hart City that serve the target population of the agency
· Identifies the data sources you can use to support the programs at the agency
Chosen Hart CITY agency
As a no
, the Domestic Violence Resource Center offers free support and resources for survivors of domestic and intimate partner violence. Services include
24-hour phone, texting, or online chat with trained staff to connect and get immediate help
Confidential housing in a domestic violence shelter
Trauma counseling with licensed mental health professionals who have extensive experience with survivors
Legal assistance in filing protective orders, initiating divorce paperwork, and more
Assistance identifying financial support
Childcare
As a nonprofit organization, the Domestic Violence Resource Center offers free support and resources for survivors of domestic and intimate partner violence. Services incne, texting, or onlrauma counseling with licensed mental health professionals who have extensive experience with survivors
· Legal assistance in filing protective orders, initiating divorce paperwork, and more
· Assistance identifying financial support
·
Childcare
**image1.png**
**## Week9Assignment.docx**
Week 9 Assignment: Conducting an Environmental Scan
Environment scanning is a tool you will use as an HSSP to monitor trends in your arena of services that helps inform strategic planning for your organization. In this Assignment, you will demonstrate your ability to conduct an environment scan.
Consider the following scenario:
Imagine that you are a director for an agency in Hart City. As part of the strategic planning process, you need to conduct a partial environmental scan to identify the existing resources, services and systems, and programs in Hart City that serve a target population of the agency.
To Prepare:
· Review the Learning Resources and Course Announcements.
· Select one of the agencies in Hart City.
· Determine the target population you want to focus on for the environmental scan.
· Consider the data you can use to complete the environmental scan.
By Day 7
**Submit** a 2- to 3-page paper that:
· Identifies the agency and target population you have selected
· Reviews the resources, services and systems, and programs in Hart City that serve the target population of the agency
· Identifies the data sources you can use to support the programs at the agency
Chosen Hart CITY agency
As a no
, the Domestic Violence Resource Center offers free support and resources for survivors of domestic and intimate partner violence. Services include
24-hour phone, texting, or online chat with trained staff to connect and get immediate help
Confidential housing in a domestic violence shelter
Trauma counseling with licensed mental health professionals who have extensive experience with survivors
Legal assistance in filing protective orders, initiating divorce paperwork, and more
Assistance identifying financial support
Childcare
As a nonprofit organization, the Domestic Violence Resource Center offers free support and resources for survivors of domestic and intimate partner violence. Services incne, texting, or onlrauma counseling with licensed mental health professionals who have extensive experience with survivors
· Legal assistance in filing protective orders, initiating divorce paperwork, and more
· Assistance identifying financial support
·
Childcare
**image1.png**
In-depth study guidance and analytical solution covering Anthropology class help.
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follow directions – 2 years ago **files (1)** – ## Week9Discussion.docx **## Week9Discussion.docx** Week 9 Discussion: Characteristics of Leadership Reflect on the leaders you have had in your life whom you admire, whether it was a teacher or coach when you were younger, a supervisor or boss you had…
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– 2 years ago
**files (1)**
– ## Week9Discussion.docx
**## Week9Discussion.docx**
Week 9 Discussion: Characteristics of Leadership
Reflect on the leaders you have had in your life whom you admire, whether it was a teacher or coach when you were younger, a supervisor or boss you had at work, or a person your community. When you think about these leaders whom you admire, which of their positive qualities come to mind? Perhaps they are humble and humorous; bold yet sensitive to the feelings of others; fierce advocates for the service user they work with yet gentle and kind to colleagues. Now consider leaders in your life whom you do not admire. What qualities do you think of first? Perhaps they appear to be well-meaning but are evasive and avoid any conflict; or they seem to take all the credit for the work of others; maybe they are rude and authoritarian. In both instances, do you think the leaders’ characteristics made them effective or ineffective in their roles if they had to respond to a crisis? How might you do better when you have the opportunity to lead?
In this Discussion, you will examine the leadership characteristics that can help or hinder responses to a crisis or disaster. You will also look at the leadership skills you would like to develop to be a more effective leader.
To Prepare
· Review the Learning Resources and Course Announcements.
· Consider the leadership characteristics you think are the most important, as well as those you find to be ineffective or detrimental, when responding to a crisis.
By Day 4
**Post your responses to the following:**
·
**Describe two important leadership characteristics of good leadership under “normal” situations and compare those two characteristics with two important characteristics of good leadership in a crisis response.**
·
**Describe two destructive leadership practices that can interfere with an effective crisis response.**
·
**Identify 2-3 examples of leadership positions you would like to hold as a professional or volunteer HSPP.**
·
**Describe two leadership skills you would use in your favored leadership role, and whether you feel ready to take on this role, and why (or why not).**
**## Week9Discussion.docx**
Week 9 Discussion: Characteristics of Leadership
Reflect on the leaders you have had in your life whom you admire, whether it was a teacher or coach when you were younger, a supervisor or boss you had at work, or a person your community. When you think about these leaders whom you admire, which of their positive qualities come to mind? Perhaps they are humble and humorous; bold yet sensitive to the feelings of others; fierce advocates for the service user they work with yet gentle and kind to colleagues. Now consider leaders in your life whom you do not admire. What qualities do you think of first? Perhaps they appear to be well-meaning but are evasive and avoid any conflict; or they seem to take all the credit for the work of others; maybe they are rude and authoritarian. In both instances, do you think the leaders’ characteristics made them effective or ineffective in their roles if they had to respond to a crisis? How might you do better when you have the opportunity to lead?
In this Discussion, you will examine the leadership characteristics that can help or hinder responses to a crisis or disaster. You will also look at the leadership skills you would like to develop to be a more effective leader.
To Prepare
· Review the Learning Resources and Course Announcements.
· Consider the leadership characteristics you think are the most important, as well as those you find to be ineffective or detrimental, when responding to a crisis.
By Day 4
**Post your responses to the following:**
·
**Describe two important leadership characteristics of good leadership under “normal” situations and compare those two characteristics with two important characteristics of good leadership in a crisis response.**
·
**Describe two destructive leadership practices that can interfere with an effective crisis response.**
·
**Identify 2-3 examples of leadership positions you would like to hold as a professional or volunteer HSPP.**
·
**Describe two leadership skills you would use in your favored leadership role, and whether you feel ready to take on this role, and why (or why not).**
For this assignment you will select a disease related to any one of the body systems. You will create a PowerPoint presentation on your selected disease, and demonstrate the use of proper medical terminology to address the following: • Description of selected disease • Genetic factors • Risk factors…
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Order on TutorsGallery →For this assignment you will select a disease related to any one of the body systems. You will create a PowerPoint presentation on your selected disease, and demonstrate the use of proper medical terminology to address the following:
• Description of selected disease
• Genetic factors
• Risk factors
• Clinical Manifestations
• Diagnostic testing
• Treatment
• References slide
You should include discussion notes in the speaker's notes for each slide. These notes are expected to follow APA manual guidelines. You should cite at least 5 scholarly sources. Including tables, graphs, and other visual aids, such as pictures/images is required. Use of either audio or video within the presentation is also required
– 2 years ago
[>Criminal homework help](https://www.sweetstudy.com/fields/law-criminal) **HOW TO MAKE A GREAT PRESENTATION!!!!!**  01/14/2025 Module Two Assignment: – **Thi…
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**HOW TO MAKE A GREAT PRESENTATION!!!!!**
01/14/2025 Module Two Assignment:
– **This can be done via PowerPoint or any other application that can create presentations.**
– **A presentation is just that: A presentation. It must have some great photos or videos that relate to the subject at hand. (Who wants to sit through a boring slide-show with no pictures or videos?) Cater to your** **audience and create buy-in. See video below for help with creating a great presentation.**
[**How to Create a Presentation Video**](https://youtu.be/Eer0_GHEumM)
– **You should have a cover slide and a separate reference slide above what is asked for in the Rubric. The cover slide should have the following:**
– **Name**
– **Date**
– **Title of Presentation**
– **You must include citation and references to support the information you have provided in your presentation.**
– **Please use speaker notes if you need to discuss more information than what is in the slide. See video below regarding how to utilize speaker notes. This is important so I know that you understand the work. ******My suggestion for the speaker notes is that you create an outline for each slide and put that into the speaker notes.*********
[How to add Speaker Notes to Powerpoint](https://youtu.be/MIcWwXuIwuU)
– **Make sure you read the Rubric and include all elements that are stated under the** **Module Two Assignment Guidelines and Rubric Prompt section.**
– **Reach out to me if you have any content related questions:** Instructor Tara L. Whiting
– **Please see attached for examples from other students that I have been granted permission to utilize as exemplars. DO NOT COPY THE EXAMPLES GIVEN. That would be** **inappropriate and** **falls under the Academic Integrity Policy (plagiarism).** [**Academic Integrity Policy!**](https://learn.snhu.edu/d2l/common/dialogs/quickLink/quickLink.d2l?ou=1831670&type=news&rcode=snhu-4505824)
– **Good Luck, I look forward to reviewing your presentations.**
**Tara**
– [\
\
ModuleTwoAssignmentExamplar-211.pptx](https://www.sweetstudy.com/files/moduletwoassignmentexamplar-211-pptx-10160397 "ModuleTwoAssignmentExamplar-211.pptx")
– 2 years ago