“Trends in Health care Human Resource Management” Please respond to the following:
- Assess two effects that cultural competencies overall have on health care human resources management. Provide specific examples to support your rationale.
- Compare and contrast problem-based learning and team-based learning education, and determine key strategies for utilizing these two learning models to help address common health care human resources management issues.
“Management Strategies” Please respond to the following:
- Evaluate two of the five characteristics of a culturally competent organization, in terms of how well they relate to human resources management best practice strategies.
- Evaluate at least two benefits that arise from an organization’s use of the electronic health records, in terms of the likelihood that they may influence related management strategies. Provide specific examples to support your rationale.
This is a group activity. For more information on groups, please see About Group Work.
For this discussion, your instructor will divide the class into groups of four to five students. Place yourself in the role of an employee named Tyler Cahill, whose annual evaluation has just been completed. As you review the annual performance evaluation, you believe that it was partly based on judgment and not evidence. However, you realize there are some gaps in your performance. Up to this point, you felt like you had a good working relationship with your manager.
For your initial post, answer the following questions based on the Annual Performance Evaluation document.
What are some examples in the performance evaluation document that are based on judgment and not evidence? In a forthcoming meeting with your manager, what is your plan to address that you believe part of the evaluation was not based on evidence? How will you explain to your manager why it is important for a manager and employee to agree on performance gaps based on evidence? Use the information from the readings for this module to support your plan.
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