Human Resources and Organizational Effectiveness

Topics: Patient, Measurement, Statistics Pages: 2 (461 words) Published: April 1, 2012

Human Resources and Organizational Effectiveness

Introduction – The organization I am currently employed with is the United States Army, more specifically the Army Substance Abuse Program, rehabilitation treatment clinic at Joint Base Lewis-McChord, Tacoma Washington. The rehabilitation treatment clinic has 35 employees; 26 chemical dependency counselors, four of which are supervisors and nine administrative assistants.

Key Strategy Aspect – With the recent realignment of the department from one agency to another, training and coaching is a key strategic aspect that needs to be addressed. Many of the standards and expectations of the new agency are very different than what was the norm with the previous agency the clinic was aligned with. The realignment to the new agency has brought the spotlight to the department and increased pressure to improve how the department operates. The new agency has required the department to prove efficiency and effectiveness, which has required more record keeping and statistic reporting. Proper record keeping of patient care has emerged as cumbersome and actually taking away from the quality of care provided to the patients.

HR Program – Training and coaching would support and further the department’s strategy to improve effectiveness and efficiency. Through providing training and coaching on how to better use current technologies such as Microsoft office products and dictating tools to better produce patient documentation and statistical data efficiency and quality will improve. Care providers will spend less time working on documentation and will have the time needed to focus on the patient care.

Strategic Metric – A strategic metric that could be used to assess the effectiveness of the training and coaching program is to measure how well the employees are performing their specific reports would be to measure the time it takes to produce...
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