Assignment Overview Unit 3 Individual Project Description ✓ Solved

Assignment Overviewunit 3 Individual Projectassignment Descriptionde

It is important that management has a clear understanding of the rules, regulations, and policies that affect human resources in health care. For this assignment, write 2-4 pages, not including title page and reference page, to address the following: 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. Note: Use APA style to cite at least 3 scholarly sources from the last 5 years.

Sample Paper For Above instruction

Introduction

Human resources (HR) play a vital role in the effective functioning of healthcare organizations. Understanding the legal framework, ethical hiring practices, types of healthcare professionals, and modern compensation models such as pay-for-performance (P4P) is essential for healthcare management. This paper explores key HR laws, the importance of ethical staffing, the requisites and earnings of various healthcare professionals, and the potential challenges linked to P4P in healthcare.

Legal Regulations Governing Human Resources in Healthcare

Several federal and state laws regulate HR practices within healthcare settings. Two prominent federal laws are the Civil Rights Act of 1964 and the Americans with Disabilities Act (ADA) of 1990. The Civil Rights Act prohibits discrimination based on race, gender, religion, or national origin during hiring and employment processes. This law ensures equitable treatment and promotes diversity within healthcare teams. The ADA requires employers to provide reasonable accommodations to qualified individuals with disabilities, fostering inclusive workplaces (U.S. Equal Employment Opportunity Commission [EEOC], 2021).

At the state level, laws like the California Fair Employment and Housing Act (FEHA) expand protections beyond federal regulations, covering additional grounds of discrimination and harassment. These legal frameworks uphold fair employment practices and prevent discriminatory treatment, which is crucial in diverse healthcare settings to promote equity and compliance (California Department of Fair Employment and Housing, 2022).

The Importance of Ethical Hiring Practices and the Right Fit

Hiring the right person for the right job is fundamental to the operational success of healthcare organizations. Ethical hiring practices involve transparency, fairness, and adherence to legal standards, ensuring that each candidate is evaluated based on merit and qualifications. Ethical hiring not only complies with legal requirements but also enhances organizational reputation and employee morale (Vogt et al., 2019).

Health organizations can implement structured interview processes, assessment tools, and bias training to promote fairness in selection. Additionally, verifying credentials and conducting background checks help ensure that professionals meet the requisite standards of competence and ethics. Ultimately, placing qualified and ethically vetted staff reduces errors, improves patient outcomes, and fosters trust within the community.

Healthcare Professionals, Requisites, and Salaries

In addition to physicians, healthcare organizations employ a variety of professionals vital for comprehensive care delivery. Here are three typical roles:

  • Nurses: Registered Nurses (RNs) are essential in patient care, requiring an associate's or bachelor's degree in nursing, passing the NCLEX-RN licensure exam, and obtaining state licensure. The average salary for RNs varies by location but typically ranges from $65,000 to $85,000 annually (Bureau of Labor Statistics [BLS], 2023).
  • Medical Laboratory Technicians: These professionals perform diagnostic tests and must have an associate degree in clinical laboratory science or a related field, along with certification from recognized bodies such as ASCP. Salary expectations generally span $50,000 to $70,000 per year (BLS, 2023).
  • Pharmacists: Pharmacists require a Doctor of Pharmacy (Pharm.D.) degree, licensure, and certification. They earn towards $125,000 to $150,000 annually, depending on the setting and experience (BLS, 2023).

Pay-for-Performance (P4P) in Healthcare

Pay-for-performance (P4P) is a healthcare reimbursement model that links compensation to the achievement of specific quality benchmarks, such as patient satisfaction, adherence to clinical guidelines, and health outcomes. The goal of P4P is to incentivize providers to improve the quality and efficiency of care (Jha & Orav, 2020).

Despite its potential benefits, P4P faces several concerns. First, there is the issue of data accuracy and validity. Relying on metrics can lead to incentives for providers to focus on measurable outcomes at the expense of comprehensive patient care. Second, P4P may inadvertently discourage care for high-risk or complex patients, as providers may avoid cases where achieving certain benchmarks is more difficult (Eijkenboom & Klazinga, 2018).

Implementing P4P requires a balanced approach, considering ethical implications and potential unintended consequences, to truly enhance healthcare quality without compromising care for vulnerable populations.

Conclusion

Effective HR management in healthcare necessitates a thorough understanding of relevant laws, ethical hiring, professional requisites, and innovative compensation models like P4P. Addressing challenges proactively can lead to improved patient outcomes, satisfied staff, and organizational integrity.

References

  • Bureau of Labor Statistics. (2023). Occupational outlook handbook: Registered nurses. U.S. Department of Labor.
  • California Department of Fair Employment and Housing. (2022). Laws and regulations. https://www.dfeh.ca.gov/laws-and-regulations/
  • Eijkenboom, N., & Klazinga, N. (2018). Concerns about pay-for-performance in health care. Medical Care Research and Review, 75(4), 413-439.
  • Jha, A. K., & Orav, E. J. (2020). The potential pitfalls of pay-for-performance in health care. New England Journal of Medicine, 382(6), 488-491.
  • U.S. Equal Employment Opportunity Commission (EEOC). (2021). Laws enforced by EEOC. https://www.eeoc.gov/statutes/laws-enforced-eeoc
  • Vogt, R., et al. (2019). Ethical considerations in healthcare hiring practices. Journal of Medical Ethics, 45(2), 123-127.
  • American Hospital Association. (2022). HR policies in healthcare organizations. https://www.aha.org/
  • National Council of State Boards of Nursing (NCSBN). (2021). Requirements for nursing licensure. https://www.ncsbn.org/
  • American Society for Clinical Pathology (ASCP). (2022). Certification standards for laboratory technologists. https://www.ascp.org/
  • Healthcare Financial Management Association. (2023). Compensation models in health care. https://www.hfma.org/

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