Laws that govern human resources (federal or state) in a typical health care organization.

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Discuss 2-3 laws that govern human resources (federal or state) in a typical health care organization.
Explain the significance of hiring the right person for the right job and how health care organizations can do so in an ethical manner.
Identify 3 types of health care professionals who typically work in health care organizations (other than physicians) and describe any requisites those professionals must have (e.g., entry-level education, licensure, certification) and the salary that each professional can expect to earn.
Explain the concept of pay-for-performance (P4P) in health care, and outline at least 2 concerns that exist surrounding the concept.

 

Sample Solution

Laws that govern human resources (federal or state) in a typical health care organization

Human resources (HR) professionals are responsible for strategically managing employees within an organization while remaining compliant with laws that govern employee rights and employer obligations. There are several major legal areas that all HR professionals should be familiar with in order to most effectively serve their employees and employers. They include: working discrimination laws – among the most important legislation for HR professionals to know, Equal Employment Opportunities (EEO) laws protect against the discrimination of any individual based on age, disability, genetic information, race/color, or religion (for example, Americans with Disabilities Act (ADA); Wage and Hour Laws (Fair Labor Standards Act (FLSA) – these laws, protecting the wages and hours of employees, are regulated by the U.S. Department of Labor; Employee Benefits Laws, which helps protect employees` access to benefits, for example, the Affordable Care Act, enacted to increase access to affordable healthcare for those living below poverty levels.

The Boston Consulting Group matrix is one of the commonly used tool. Most of the companies use this tool for the evaluation of their SBUs on the basis of: (1) market growth of SBUs, that is, the growth rate of the unit in comparison to its competitor, (2) the market share of the SBU, that is, the share of the SBU within the market comparing to their competitor. The BCG matrix has four divisions which is clear from the figure: questions marks, stars, dogs and cash cows (Jeff Tanner, 2012).

• Dogs: In this low investment is needed but the output is also low. So, it can be said that this category is not very productive.

• Question Marks: These are also called ‘Problem Children’. It has low market and high market growth and when a company starts then it has to invest more and it is always unsure that how it would work. So, companies have to think more whether it would be profit potential to keep putting money in these business.

• Stars: Stars have high market growth rate and become a leader of the market. It can be possible that the business was a question mark earlier yet it cannot be said that it will always be an assured cash flow. The companies have to invest more to cope up with the market growth, to keep everything in place and up to date and compete their competitors.

• Cash Cows: There is more chances of profit generation in cash cows and these cash cows could be previously stars. It is helpful in reimbursing the bills of the company and other businesses can also be supported with this (Kotler, 2002).

So, it can be said that this matrix is helpful in forming the overview or blueprint of the each business unit. It gives an idea to the manager of the business that how much funds are needed for the SBU and how much it would be successful as compare to its competitor. That is why before taking action for business companies make plans and evaluate the same to avoid loss and other threats.
In business strategic planning, it is important to plan for each SBU critically. It includes the mission statement of business, SWOT analysis, setting up goals, formation of strategy and formulation of program.

• Mission statement of Business: Each business unit requires a particular mission from the overall mission of the company.

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