Nursing for Banderbag Base Hospital - myassignmenthelp.com

Question: Discuss about theNursing for Banderbag Base Hospital. Answer: Introduction Evidence-based care has become a very critical issue and consideration in medical practice as it is one of the pillars that guide clinicians on how to achieve the Triple Aim's objective that enhances quality as well as improves the level of patient satisfaction at reduced costs. This care provides a platform for interaction between the care provider and the patient hence enhances sharing of decision making on medical issues. For the purposes of this task quality and safety and leadership and management are comprehensively discussed with inquiries made in Banderbag Base Hospital. Quality and safety A public inquiry of the activities going on at Banderbag Base Hospital revealed that non-qualified medical officers were found practicing and attending to patients. The Health Minister failed to terminate the contract of a medical director who did not confirm the qualifications of one of the members of his clinical staff. Reports indicated that the officer handled nine cases out of which two were serious and required sensitive medical care. This was a failure that came up as a result of not confirming the credentials of the clinical staff. The case which is currently before the court indicates that the former medical services director deliberately refused to cross-check the qualifications of the clinical officer and some of the employees did not fill appropriately the employment paper as required by employment terms. The organization would have deployed credentialing as a strategy to enhance risk management that culminated into this health system failure. Credentialing allows the health organization to ascertain and justify the qualifications, expertise, and experience that a clinical officer has before he can be allowed to offer medical services (Rozovsky, 2012). Through credentialing the hospital is able to determine the professional ability of the officer thereby enhancing care services that are not only of high quality but also safe within the hospital. Credentialing enhances the safety of the patients as it ensures clinicians practice only within the boundaries of their competence and training (Rader, 2012). It also ensures the clinicians offer services within the capacity of the service for which they are working. In so doing the clinical officers will be having specific and outlined jurisdiction of medical professionalism and practice. All these benefits would enhance the safety of patients as they would be attended to by qualified and justified personal hence an improvement in the quality of their lives. Credentialing provides a standardized process that involves collection of data, primary source verification, and health plans reviews. Through the standardized process, the health care of the patients is assured as it will be left in the hands of individuals of the highest and acceptable experience and professional merit. The process of credentialing should be vigorous and thorough enough before a physician can get into a contract with a health care provider. Electronic credentialing processes offers a more accurate and efficient way of verifying the qualifications and experience of medical practitioners (Page, 2014). Suppose Banderbag Base Hospital adopted this strategy it would have avoided the unethical medical practices that it witnessed. Through credentialing, the hospital could have improved the safety of its patients by ensuring they are attended to by only qualified and those who meet the threshold requirements for practice. The hospital might have lost numerous patients upon such public inquiry and revelation (Rozovsky, 2012). This situation could as well been averted as qualified personnel build trust in patients and makes them feel confident. Leadership and Management For the success of a health care system, health care organizations need more and more from their leaders in order to meet the expectations and demands of a steadily complicating health care system. In order to successfully run a health care organization, a leader is expected to be transparent and open in all his undertakings. An open and transparent leader is one who is authentic, trustable and accessible (Morath, 2015). These traits should be observable in how the leader behaves. An open leader has a sense of purpose. Such a leader maintains his employees by setting to each of them jurisdiction upon which they are to thump their authorities and administer responsibilities (Clark, 2016). He ensures everyone does exactly what he is assigned to do. Open leaders are focused on purpose. They lead by example and motivate their teams to continue providing services. Motivation can be in the form of helping the employees understand what they are supposed to do as opposed to waiting for them to fail and then launch blames and accusations. Through the motivation the employees get right what is expected of them and feel free to consult with the manager on anything they feel is not clear (Clark, 2016). These traits are not evident in the public inquiry done at Banderbag Base Hospital. The infiltration of negligent medical practitioner was a result of failure by the top management to ascertain the qualifications (Clark, 2016). In this regard, the management did not focus on the purpose of ensuring patient safety and quality medical care. It was not to the interest of the medical director to see patients in safe and trustable hands. An open and transparent leader has a sense of focus. This sense would ensure the leader gives specific attention to the quality of the health care provided in the health care organization thereby improving the safety of the patients (West, 2014). A leader who is focused on the safety of the patient would motivate, promote, encourage and reward health care professionals who consolidate their efforts toward achieving patient safety and care. Through open and frank discussions between the leader and his staff, he would be able to advise them on how to go about their tasks as far as maintaining patient safety and high-quality care is concerned. Such discussions would have positive impacts on safety culture in the health organization. The above leadership qualities can as well help in the management of any unprofessional and disruptive behavior by clinical officers. The leader has the oversight over all the employees and therefore able to spot any incompetence or unprofessionalism among the clinicians. By eliminating such traits the safety of the patients is highly enhanced. The leader is able to achieve this by listening to the complaints from the patients or even developing a structured outline on how to perform early enough interventions (Rader, 2012). References Blake, S. (2013). Licensing and credentialing of health care professionals: a literature review. London: Dept. for Professional Employees, AFL-CIO. Clark, C. C. (2016). Creative Nursing Leadership and Management. Beaverton: Jones Bartlett Publishers. Morath, J. M. (2015). To Do No Harm: Ensuring Patient Safety in Health Care Organizations. California: Wiley. Page, A. (2014). Keeping Patients Safe: Transforming the Work Environment of Nurses. Oxford: National Academies Press. Pasmore, W. A. (2014). Developing Collective Leadership for Health Care. London: King's Fund. Rader, K. (2012). Appreciative Leadership: Focus on What Works to Drive Winning Performance and Build a Thriving Organization. Pennyslavia: McGraw Hill Professional. Rozovsky, F. A. (2012). Health Care Credentialing: A Guide to Innovative Practices. Manchester: Wolters Kluwer Law Business. West, M. A. (2014). Developing Collective Leadership for Health Care. New York: King's Fund.

Unchained Heritage - Creative Essay Essays - Family, Grandparent

Unchained Heritage - Creative Essay The Elder sat alone on a slab of granite outside a carelessly- erected tent on a Native reserve near Beardmore in northern Ontario, just east of Lake Nipigon. The previous night's rain was already drying off the ground, leaving only scattered mud patches in it's wake. Soon the early summer sun would turn these into crusty bits of dirt, only to be muddied the next rainfall. The roar of a twin-engine charter from Dryden filled the air. A squirrel, apparently frightened by the noise, scampered hurriedly past the Elder, pausing only momentarily to sniff the air before taking refuge up a nearby tree. About a minute later, the plane was completely out of sight, but the squirrel had not yet come back down from his tree. The Elder eased himself off the rock and stood up, looking about him critically. This was not the land he used to know. Although he was nearing his sixty-third birthday, he clearly remembered coming to this same location with his father as a boy. There were more birds then, he thought, and more trees. The Elder walked a few steps to a creek to wash his hands. A very faint metallic odour met him as he bent down, but he did not notice it as his nose had long become insensitive. The Elder shook his hands dry and glanced up at the position of the sun. It was high overhead, indicating noontime. He sighed, knowing that in a couple of hours his son would bring his family from Toronto to visit him. He did not like his son very much, but he put up with the annual visits for the sake of the grandchildren: he was their only link to their heritage. For one month a year he would show them how their ancestors lived. How he lives. He thought back to his last visit to the Hogtown, more then twenty years previously. An early morning walk along the lakeshore was ruined by the constant reek of rotting fish and the deafening roar of cars rushing past on the Gardiner. He had followed the shoreline until Don River, where the expressway simply turned into a parkway: woes by another name. He has wondered why expressways were always built along lakeshores and rivers, the most ecologically-sensitive areas of the land, and decided that he would never return to Toronto. "Now Toronto comes to me," he murmured softly. The Elder walked back to his tent and rummaged about inside, producing a peace pipe that was more then two hundred years old. He had long quit smoking, on the advice of a physician in Beardmore, but at least it would break the ice with his grandchildren. He carefully unrolled a pouch of aromatic tobacco, whcih he had imported from Virginia and saved for special occasions, and removed some leaves, which he placed in the pipe. He then set about busily creating a campfire. "Everything must be just right," he said to himself. From his jacket, he removed some grains and nuts, which he scattered on the ground nearby. He hoped it would attract a few birds and small animals. He wanted to be sure that his grandchildren would enjoy their culture and be proud of who they are. Before he could light the fire, the Elder heard the distant grind of a car. He hurriedly made a few last-minute preparations, then set to light the fire. The breeze from nearby Lake Nipigon made it difficult, and as he fumbled with twigs and safety matches he caught sight of a giant beast through the gap between the trees. He dropped the matches and stood up, expressionless. The beast, a blue Lumina passenger van, came to a stop just meters away, and five figures poured out of its belly. Two children ran up to the Elder and hugged him. "Gramps!" one of them exclaimed. "We've missed you so much!" The Elder forced himself to smile. He hated being called Gramps, but that was what he was to the kids. "Let me look at you," he said pulling away. "You've grown!" Beaming faces looked up at him happily in response. A third child walked up and laid both hands on the Elder's shoulders."Hello, Grandfather," he said."How's life up here?" "Peaceful," he replied. "Have you finished school yet?" "No," laughed the oldest child. "You always ask me that same question; you know I still have a year to go." "Here come your parents," replied the Elder.

The First Europeans To Visit Mexico

The First Europeans To Visit Mexico Free Online Research Papers The first Europeans to visit Mexico were Francisco Fernandez de Cordoba in 1517 and Juan de Greijly in 1518. Hernan Cortes, started the conquest from Cuba in 1519 along with lieutenants such as Pedro de Alvarado managed to conquer the Aztec capital, Tenochtitlan; to capture the Aztec ruler, Montezuma, and to bring down the his empire; and to ward off Spanish rivals. In1528 the first royal court was set up under Nuno de Guzman. After Mexico finally established independence, it went through many different constitutions until 1917. The current Mexican Constitution is commonly referred to as the 1917 Constitution. It is the source and origin for all Mexican law. The hierarchy of sources of law in the civil law Tradition to which Mexico’s legal system belongs are, â€Å"constitution, legislation, regulation, and Custom.† The constitution will override all legislation, legislation will override all regulation, and regulation will override all custom. Spanish legislation continued to be used in many key areas, including civil law. During Mexico’s early beginnings, the constant political upheavals and the ruined economy left by the war of independence demanded along and challenging process of consolidation for the law of the new country to finally emerge, be formulated and systematized, and then to gradually acquire its distinct legal contours. In the late 1820’s isolated efforts at the state level had resulted in the formulation of a couple of civil codes. It was until the 1870’s when the codification process gained recognition and stature at the state level. President Benito Juarez was very much in favor of codifying a civil and penal code. As a result, Justo Sierra O’Reilly-Juarez Minister of Education-formulated one of the most advanced and significant civil works in 1861. The French intervention (1862-1867) interrupted these codification attempts. The defeat of the French army, soon followed by the execution of Maximillian of Hapsburg and his generals in 1867. President Juarez then returned to Mexico and started to restore the republican and federal form of government. President Juarez resumed his codification efforts. Finally on December 8, 1870, the Civil Code for the Federal District and the Territory of Baja California. The U.S. did not use codification until much later than Mexico. Mexico is a so called â€Å"law† country. Mexico’s civil law system derived primarily from Roman law as set forth in the compilation of codes and statutes of the Emperor Justinian, called Corpus Civilis. The system is also influenced by the Spanish and â€Å"Indian† law of Spain’s Colonization of areas that became Mexico. The U.S. is a so called â€Å"common law† country. The U.S. common law system is based on the case law and statutory law of England and the American colonies before the American Revolution. The traditional colonial law system Emphasizes case law, customs and usage rather than legislative enactments. The judicial branch of the Mexican government is divided into federal and state systems. Mexico’s highest court is the Supreme Court of Justice, it consists of twenty-one magistrates and five auxiliary judges all appointed by the president and confirmed by the Senate. This court decides the most important cases in the country. Next in the line of authority and significance are the Circuit Courts who take cases on appeal and amparo cases. The District Courts have jurisdiction over amparo cases in the first instance, and functions as courts of ordinary jurisdiction on matters of federal law, such as commercial law cases. The Supreme Court of Justice is divided into four chambers, each with five justices. These are the Penal Affairs Chambers, Civil Affairs Chamber, Administrative Affairs Chamber and the Labor Affairs Chamber. The Auxiliary Chamber, the fifth chamber, is responsible for the overload of the four regular chambers. Court rulings of both the whole, or plenary, court and the separate chambers are decided on the basis of majority rules. Rulings by the separate chambers may be overturned by the full court. Under the Supreme Court of Justice there are three levels of federal courts: twelve Collegiate Circuit Courts, each with three magistrates; nine Unitary Circuit Courts, each with six magistrates; and sixty-eight District Courts, each with one judge. Federal judges for the lower courts are appointed by the Supreme Court of Justice. The Collegiate Circuit Courts can be compared to the United State’s Courts of Appeals, and this court deals with the protection of individual rights, usually hearing cases where an individual files a writ of amparo, a type of legal protection that can be compared to a form of habeus corpus that protects individual civil liberties and property rights. The Unitary Circuit Courts handles appeal cases also. Spanish civil law is based on strict adherence to legal codes and minimal jurisprudence. The writ of amparo is the most powerful judicial instrument which can be used against acts by any government official, including the president. The Supreme Court of Justice is prohibited by the constitution from applying their rulings beyond any individual case. The Supreme Court of Justice usually shows greater independence in relation to the president than does the legislature often deciding against the executive in amparo cases. But, the Judiciary does not often try to change the will of the president on major issues. The diversification of administrative regulations in the different legal areas is difficult to control due to the quick growth of Administrative law in Mexico. The administrative courts are classified either federal or state. The federal courts include; the Federal Boards of Conciliation and Arbitration which hear labor cases and are of the utmost importance because of Mexico’s Federal Labor Law which controls each employer employee relationship, the Court of Agrarian Justice; the Court of Military Justice; the Court of Jurisdiction over the Electoral Process; and other special courts. State administrative courts include the Administrative Court of Contentions; Justice of the Peace Courts and other courts of little importance. In Mexico there is not as much civil litigation as in the U.S. Mainly, the reason for this is that litigation in Mexico is expensive, there are no awards for punitive damages, all parties must pay their own attorney fees and costs, and the entire process of litigation can be lengthy. If litigation is unavoidable although, there are no punitive damage awards in Mexico, there are awards for â€Å"normal damages† under certain conditions set forth in the Civil Code. The awards here never amount to some of the high figures seen in U.S. rulings. Another characteristic of litigation in Mexico is that there are no jury trials as is the right in most U.S. cases, formal, written declarations are used more often than the oral hearings used in U.S. courts; negotiation and mediation are encouraged. The â€Å"discovery process† is monumentally significant in U.S. litigation, controlled by attorneys this is where much of the time and expense is associated with Mexican litigation. But, in Mexico the judge controls his process. Mexican attorneys have a much more active role in developing a case than do the judges. They assist in the gathering of evidence and selection of witness. If the accused wants the lawyer to be more in control of the case, this could be to his disadvantage. Not including administrative proceedings, most litigation is settled for the above reasons and because in Mexico, judgment is difficult to enforce against a solvent defendant, judgments can be contested in a separate amparo proceeding which can run for several years. In Mexico, one is judged guilty until proven innocent. The death penalty does exist in Mexico, a feature shared with other Latin American countries for historic reasons. In most cases, arrests can only be made on authority of a judicial warrant, unless the suspect is caught in the act of committing a crime. Oftentimes suspects are arrested without a warrant and judges tend to overlook the irregularity. Those arrested are required to be brought before an officer of the court who takes their statements and within 48 hours then informs them of he charges against them. Within seventy hours of the arraignment, the judge must remand the arrested person to prison or release that person. Criminal trials in most cases are tried by a judge without a jury. The judge acting alone basis his/her verdict on any evidence, although at times oral testimony is presented. Defendants have the right to counsel, if they can’t afford it they are appointed a public defender. This quality of counsel is usually poor. Usually the accused and the lawyer may not appear the important stage of sentencing. The defendants right to a public trials is guaranteed, as is the right to confront one’s accusers and to be provided a translator if the defendant is not Spanish. Under their Constitution the court must hand down sentencing within four months of arrest for crimes carrying the maximum sentence of two years or less, and within a year if the crime carries a longer sentence. The Mexican Penal code stipulates a range of sentences for each offense. Sentences tend to be short, usually not longer than seven years. The actual time of incarceration is usually three fifths of a sentence if, good behavior. These sentenced for less than five years may avoid further jail time by passing a bond. The entire process of trial, sentencing and appeals often takes a year or more. A key element in Mexico’s legal system is their Lawyers. Many of them are highly educated and many speak English. These students enter law school after eleven years of formal education. Law school is five years and is broader and more formal and theoretical than law schools in the U.S. After graduation the person will usually clerk for a firm or government Official until an oral exam is presented to become licensed. Mexican lawyers are licensed to practice throughout Mexico, not in individual states as in the U.S. A â€Å"notary public† in Mexico is different in what is referred to as a notary public in the U.S.A Mexican notary public is a lawyer who is also a public official appointed by the by the Mexican state, or by selection after a rigid application process and examination. This type of appointment is considered a delegation of government authority for the certification or official recognition of certain acts and documents. Mexican notaries are allowed to practice law in some states. This position of notary public in Mexico is coveted, and one acquires this position after years of apprenticeship under the guidance of another public. There are many similarities between Mexico and the U.S. contract law. As in other legal systems, the general principle is freedom of contract between individuals and entities is the backbone of contract law in both countries. The common fundamental principles of contract law Include the initial offer and negotiation of the terms, acceptance; formalization of the contract including the establishment of liquidated damages or other provisions and conditions of default; and termination of the contractual obligations. The major differences between U.S. and Mexican law surround the fundamental U.S. concept of consideration for a valid contract requires that one party receive something of value or that the other party suffer a lost, take on a responsibility or give up an opportunity. If such consideration is absent, the contract is invalid, although the U.S. is evolving away from this requirement. In Mexico, the validity of and compliance within a contract depend only on the existence of the agreement between parties. The parties do not need to present â€Å"legal consideration† to bind themselves, their intent to agree is sufficient Mexico, as in the U.S., freedom of contract depends on the legality of the subject of the contract, and accordingly, contracts involving illegal activities are void. Another important difference between U.S. and Mexican contract law is the degree of formality required of contracts. Mexican contractual law imposes many formalities that are not required in the U.S. One example of these formalities is the requirement to appear before a Mexican notary public to center the legality of certain types of contracts, such as contracts to buy or sell real property this certification process is much more formal than the U.S. requirement that a Notary Public acknowledge signatures on a deed. Finally, the difference between the strength of U.S. guarantee agreements and Mexican guaranty agreements in Mexico, such contracts are â€Å"secondary contracts† because they require the prior existence of a principal contract, a special characteristic of Mexican law. An example of this is the mortgage contract which cannot be guaranteed without a prior contract that gives rise to the obligation to be guaranteed or secured by the mortgage. In the United States, guaranteed agreements are more flexible and independent, and can exist without prior principle contract, as in the case of a standard security agreement. Who’s to say what changes can be made to improve the Mexican legal system, seeing as how the U.S. legal system could also use some improvement. The rule of law is not simply the consequences of what is written down in the constitution and the various laws, but rather a behavioral equilibrium that emerges from the interaction of legal institutions and the strategic choices of political and social actors who attempt to bypass the constraints imposed by those institutions. Research Papers on The First Europeans To Visit MexicoThe Effects of Illegal ImmigrationQuebec and CanadaPETSTEL analysis of India19 Century Society: A Deeply Divided EraAssess the importance of Nationalism 1815-1850 EuropeCapital PunishmentInfluences of Socio-Economic Status of Married MalesNever Been Kicked Out of a Place This NiceAppeasement Policy Towards the Outbreak of World War 2Bringing Democracy to Africa

In Vitro essays

In Vitro essays When youre standing at the grocery store waiting in line and there is nothing better to do than stare at the magazines on the stand, theres a good chance that you might have wondered where stars like Jennifer Lopez, Britney Spears or Paris Hilton get that beautiful skin tone. If you happen to be a teenage girl, there is a good chance you know where it came from. You guess they either are so rich they can afford to go to Cancun every time they start turning pale or they took a quick trip to the local tanning bed center. The latter is the most correct because tanning beds are becoming very popular not only in the United States but around the world. The concept of tanning beds came to North America from Europe and more specifically from Germany. The rays from a tanning bed are long wave rays, which are known as ultraviolet A. The short waves from the sun are known as ultraviolet B (Corruth). The first units to become popular were the UVB booths and they were very low in UVB, often in the 1 percent or less range. While research had been done on the effects of light before the invention of tanning beds, it was not until 1975 that the first tanning beds appeared in Europe. Friedrich Wolff is known for having introduced the first tanning units at this time, and was soon joined by others (Tanning History). Four years later in 1979 the Germans introduced the first tanning beds in the United States. Since then, the United States market has developed new lamps. The majority of lamps used in the U.S. today are now in the 5.0 to 9.5 % UVB range (Tanning History). Once tanning beds became popular in 1980 the craze has only in creased. By late 1980's the medical officials were trying to warn people of the dangers to their skin. After that, tanning lost some of its popularity until 1990. Since then, tanning bed bulbs have become brighter with faster re ...

Proposal for Market Research for the Australia University Paper

Proposal for Market for the Australia University - Research Paper Example Information regarding the positioning of THE UNIVERSITY in comparison to the other institutions can help in devising a branding to improve the rating so as to attract students from other areas apart from the traditional population group of THE UNIVERSITY. RO 2: What are the expectations of the target group from the present offerings/facilities of THE UNIVERSITY? Are there any additional facilities expected? Are other similar universities or educational institutions offering more? 4. Using the Repertory Grid on the RO 3 (ranking of THE UNIVERSITY among other universities/institutions of higher learning) will give valuable information regarding the attributes on which students rank institutions. We can have a list of elements (other universities and institutions along with THE UNIVERSITY) and the attributes like admission process, popularity of the institution among peers, history of the institution, choice of courses, size of the institution, accreditation of the institution, tie-ups of the institution with other institutions and reception of the institute’s students in the industry after graduation. This will give us an insight into the core necessities of the target group and further help in tailoring THE UNIVERSITY’s brand positioning and communication strategy towards the target group. 5. Content Analysis for RO 4 (sources of information regarding universities, educational institutions and courses of study). Universities are chosen by students depending upon the information available to them. Knowing their methods of information search and the places where they search for the information will further help in focusing our communication strategy. Based on the data collected like websites, magazines, publications, agency ratings which the target group uses to obtain information, communication can be improved to increase the reach and perception of THE UNIVERSITY.

The Important of a business plan Essay Example | Topics and Well Written Essays - 750 words

The Important of a business plan - Essay Example For such a person the importance of a business plan can be limited though not essentially irrelevant. A business plan generally consists of cover page along with a table of contents and an abstract. It further has a description or an introduction, an analysis of the corporate environment along with a detailed study of the industry such as banking, finance, toys or even a home based business like the online service provision or domestic manufacturing. Next it will have a competitor analysis which would give a description of the nature and the extent of the competitive environment. It will also have a marketing plan, a financial plan, operational and management strategy, a policy approach and finally alternative possibilities of change (Berry, 2008). A potential entrepreneur will have to consider a number of possibilities and probabilities before he launches the operations connected with the business. Therefore he has to consider a number of things to be initiated before the actual business activity starts. A business plan is primarily important due to the following reasons. In the first place a potential businessman or an entrepreneur ought to have a well defined approach to understanding the kind of business that he or she is going to do. For example a potential businessman has to gather as much information as possible on the business environment and the nature of the industry before he himself set up the business. This will be helpful to him by way of creating a certainty about what he is going to do. The inability to clearly define the nature of the business and understand the connected implications often leads to business failure. Secondly a business plan enables a potential businessman to identify and isolate the type of relationships that he will have to develop once the business is launched. For example a sole proprietor operating from home would still have to deal with a bank or a number of banks, a supplier or a number of suppliers, a

Human resource management Essay Example for Free

Human resource management Essay Many business owners prepare a business plan before starting their business. However, small business owners often do not include human resource planning as part of their over-all business plan. They may start out with only a few employees or none at all. Over time, it is important to properly forecast employment needs. Just as failing to address potential threats in the marketplace can jeopardize the viability of your business, failing to anticipate personnel needs can impact on overall business success. The success of a business is directly linked to the performance of those who work for that business. Underachievement can be a result of workplace failures. Because hiring the wrong people or failing to anticipate fluctuations in hiring needs can be costly, it is important that you put effort into human resource planning. Planning for HR needs will help to ensure your employees have the skills and competencies your business needs to succeed. An HR plan works hand in hand with your business plan to determine the resources you need to achieve the business’s goals. It will better prepare you for staff turnover, recruitment, and strategic hiring – and alleviate stress when you have emergency/last-minute hiring needs. Human Resource Planning Process Or Steps Of HR Planning Human resource planning is a process through which the company anticipates future business and environmental forces. Human resources planning assess the manpower requirement for future period of time. It attempts to provide sufficient manpower required to perform organizational activities. HR planning is a continuous process which starts with identification of HR objectives, move through analysis of manpower resources and ends at appraisal of HR planning. Following are the major steps involved in human resource planning: 1. Assessing Human Resources The assessment of HR begins with environmental analysis, under which the external (PEST) and internal (objectives, resources and structure) are analyzed to assess the currently available HR inventory level. After the analysis of external and internal forces of the organization, it will be easier for HR manager to find out the internal strengths as well as weakness of the organization in one hand and opportunities and threats on the other. Moreover, it includes an inventory of the workers and skills already available within the organization and a comprehensive job analysis. 2. Demand Forecasting HR forecasting is the process of estimating demand for and supply of HR in an organization. Demand forecasting is a process of determining future needs for HR in terms of quantity and quality. It is done to meet the future personnel requirements of the organization to achieve the desired level of output. Future human resource need can be estimated with the help of the organizations current human resource situation and analysis of organizational plans an procedures. It will be necessary to perform a year-by-year analysis for every significant level and type. HR planning must be tied to the overall business plan. You can start the process by assessing the current conditions and future goals of your company. Perform these assessments regularly. Consider some of the following questions: What are the company’s goals and objectives? Do these goals call for expansion into new markets? Are new product lines planned? Are changes in technology necessary to stay competitive? Will new skills and/or training be required to meet the company’s goals and objectives? The following three-step method is designed to help you determine whether or not you are ready to hire: 1. Identify Business Strategy and Needs 2. Conduct a Job Analysis and Write a Job Description 3. Determine the Feasibility of Hiring Human Resource Planning Checklist Step 1: Identify Business Strategy and Needs Identify pressures and opportunities Clarify your business strategy and direction Identify aspects of the business that need help The following questions will help you determine how many people are required, and with what skills, to fulfill your business needs. What new positions are opening up? What special skills (e.g. computer applications) will be needed? What work experience (e.g. in a particular area) will be required? When will new staff be needed? When should hiring be scheduled to ensure a smooth transition? Does the hiring plan also provide for employee turnover and attrition? Step 2: Conduct a Job Analysis and Write a Job Description Review your current workforce- Describe the employees you now have in terms of their knowledge, skills, and experience and describe how they function together to get work done, At the same time, consider how the current work could be reorganized to make the best use of current and future employees. Identify any skills and knowledge gaps- Note any gaps between the skills and abilities your current employees have and the skills and abilities that your workforce needs to meet your business objectives in the future. Write a job description Set an appropriate salary- Start by adopting a general salary range to help you determine what you will need to budget – and whether potential candidates are within your budget. You may want to complete a job evaluation, whereby you rank jobs and their corresponding salaries. Weigh the importance of critical skills and knowledge for each position, compare positions, and rank the new position on the pay scale accordingly. You will need to do a comparison between the new and existing positions. Is the new position more junior/senior? Will the new position require more specialized skills and knowledge? Will the position have more complex tasks and different working relationships? Will the new position have more or less responsibility? Tips for Conducting a Job Analysis * Ask employees about each position within the business and how they are (or are not) connected * Ask employees if they think hiring a new employee or creating a new position would be a good idea * Observe employees at work and earnestly ask for their ideas about better ways to operate; be prepared to put good suggestions into action * Talk to customers about which employees are easiest to deal with or provide the best service * Find out and understand why past employees have left – be truthful with yourself * Talk to customers about their needs * Understand the needs of people the new employee will be working with * Differentiate between â€Å"nice to have† and â€Å"must have† skills and experiences * Look at employees who are performing at a superior level and try to assess the skills and behavior`s that distinguish them; look for evidence of these behavior`s during the interview * Look at similar positions in other companies and the requirements they have * Read books or articles about companies that may have found themselves in similar situations Step 3: Determine the Feasibility of Hiring Understand the costs of hiring- Labor costs, such as salary and benefits, Recruiting costs, which may include advertising in addition to time spent on recruiting activities, orientation and training. Understand the benefits of hiring- * Improved morale of other employees, if a departing employee was a problem or if the area has been Under staffed for some time * Improved morale of existing staff if the growth means new business and opportunities * Improved productivity if a departing employee was not productive or if employees believed that you have made the decision to hire as a result of their input * Increased revenues once a new employee is performing at an acceptable level * A new employee who is more qualified than current employees can help train the existing employees * Increased customer satisfaction and potentially saved business. Understand the risks of not hiring- * Loss of revenues because of an inability to keep up with demand * Loss of employees because they are unwilling to continue being overworked or to do the work of a departed employee * No new ideas or knowledge brought in through new employees If you decide that hiring a new employee is feasible, you are ready to begin the recruitment process. If not, you might need to revisit your strategic plan or business objectives. 3. Supply Forecasting Supply is another side of human resource assessment. It is concerned with the estimation of supply of manpower given the analysis of current resource and future availability of human resource in the organization. It estimates the future sources of HR that are likely to be available from within an outside the organization. Internal source includes promotion, transfer, job enlargement and enrichment, whereas external source includes recruitment of fresh candidates who are capable of performing well in the organization. 4. Matching Demand And Supply It is another step of human resource planning. It is concerned with bringing the forecast of future demand and supply of HR. The matching process refers to bring demand and supply in an equilibrium position so that shortages and over staffing position will be solved. In case of shortages an organization has to hire more required number of employees. Conversely, in the case of over staffing it has to reduce the level of existing employment. Hence, it is concluded that this matching process gives knowledge about requirements and sources of HR. 5. Action Plan It is the last phase of human resource planning which is concerned with surplus and shortages of human resource. Under it, the HR plan is executed through the designation of different HR activities. The major activities which are required to execute the HR plan are recruitment, selection, placement, training and development, socialization etc. Finally, this step is followed by control and evaluation of performance of HR to check whether the HR planning matches the HR objectives and policies. This action plan should be updated according to change in time and conditions.