Human Resources Strategic Plan Required Topics To Cover

Human Resources Strategic PlanRequired Topics Be Sure To Cover The F

Develop a comprehensive human resources (HR) strategic plan for NEDAC Pediatric Dentistry that aligns with its mission and vision. Your plan should encompass key areas including strategic contribution, personal credibility, HR delivery metrics, key performance measurements (KPM), and action plans for each functional area. Additionally, define the HR mission statement, vision statement, and objectives. The document must include a title page, table of contents, executive summary, the body of your plan, conclusion, reference page, and optional appendix. The plan should be at least ten pages long, excluding the title page, references, and appendix, and supported by five credible sources cited according to APA guidelines. Your analysis should clearly demonstrate how the HR strategies will support the organization’s goal of providing high-quality dental care for children, fostering an effective and motivated workforce, and achieving organizational excellence.

Paper For Above instruction

Introduction

NEDAC Pediatric Dentistry endeavors to become a leading provider of quality dental care for children within the community. To realize this vision, a robust and aligned human resources (HR) strategic plan is essential. This plan aims to integrate HR functions with the organization’s mission and vision, ensuring sustainable growth, high employee morale, and superior patient care. Effectively managing human capital is critical in the healthcare sector, where employee competence, engagement, and safety directly influence organizational success (Kleiman, 2016; Pynes & Lombardi, 2012).

Strategic Contribution and Mission Alignment

The HR strategic plan’s primary contribution is fostering an engaged, capable workforce committed to delivering exceptional pediatric dental care. NEDAC’s mission—"to provide the highest quality of dental care and serve every child as if they are our own"—serves as the foundation for all HR initiatives. HR’s role includes recruiting passionate professionals, developing their skills, and establishing a supportive work environment that aligns with this mission. The HR function must act as a strategic partner, ensuring that workforce capabilities support customer satisfaction and organizational growth (Scudamore, 2016).

Personal Credibility and HR Delivery Metrics

Personal credibility within HR is rooted in ethical practices, transparency, and a commitment to employee well-being. Building trust with staff enhances organizational effectiveness and fosters a culture of continuous improvement. To measure the effectiveness of HR initiatives, NEDAC will utilize HR delivery metrics such as employee turnover rates, employee satisfaction scores, and time-to-hire metrics. These indicators provide insights into HR performance and identify areas for improvement (Root, 2016).

Key Performance Measurements (KPM)

Key Performance Measurements are vital for tracking progress towards strategic goals. In NEDAC, KPMs include patient satisfaction ratings linked to staff performance, employee engagement levels, training completion rates, and safety incident reductions. Regular monitoring of these metrics allows the organization to adapt strategies proactively. For instance, improving employee training programs can lead to higher patient satisfaction and reduced safety incidents (Azulay, 2012; Noe, 2010).

Action Plan for Functional Areas

- Recruitment and Selection: Improve sourcing channels, utilize references, and evaluate prior performance to hire dedicated staff.

- Performance Management: Conduct monthly evaluations, set clear performance goals, and provide constructive feedback.

- Training and Development: Invest in ongoing education through external resources and in-house training to develop specialized pediatric dental skills.

- Compensation and Benefits: Implement a tiered pay scale to manage overhead costs, and standardize benefits based on tenure to incentivize retention.

- Employee and Labor Relations: Foster a professional environment through effective communication, conflict resolution, and recognition programs.

- Health, Safety, & Security: Introduce wellness initiatives, enforce safety protocols, and ensure compliance with health regulations.

Goals and Objectives

NEDAC’s HR goals include establishing a centralized HR function at the corporate office to unify policies and procedures, minimizing inconsistent practices across locations, and eliminating process redundancies. Additionally, the organization aims to enhance HR staff training to cultivate expertise and support career growth, whilst improving communication channels among departments. Increasing employee morale through innovative initiatives and training staff to exceed patient expectations are also key objectives. Finally, the organization seeks to identify industry and organizational gaps and develop strategies to address them proactively.

Conclusion

The success of NEDAC Pediatric Dentistry hinges on an aligned HR strategy that promotes a motivated and skilled workforce aligned with its mission to provide exemplary pediatric dental care. By implementing targeted initiatives in recruitment, performance management, training, compensation, and safety, the organization can foster a culture of excellence, safety, and innovation. Continuous measurement and adaptation of HR metrics will ensure sustained improvement and support organizational objectives.

References

• Azulay, H. (2012). Employee development on a shoestring. Alexandria, VA: ASTD Press.
• Kleiman, L. (2016). Employee Recruitment Planning. Advameg, Inc.
• Noe, R. (2010). Employee training and development. New York: McGraw-Hill Irwin.
• Pynes, J., & Lombardi, D. (2012). Human resources management for health care organizations: a strategic approach. San Francisco: Jossey-Bass.
• Root, G. (2016). Examples of organizational performance management. Hearst Newspapers, LLC.
• Scudamore, B. (2016). Why team building is the most important investment you'll make. Forbes International.
• Simons, R. (2011). Human resource management: issues, challenges, and opportunities. Oakville, ON: Apple Academic Press.
• Kabene, S. (2011). Human resources in healthcare, health informatics, and healthcare systems. Hershey, PA: Medical Information Science Reference.
• Kabene, S. M., Orchard, C., Howard, J. M., Soriano, M. A., & Leduc, R. (2006). The importance of human resources management in health care: a global context. Human Resources for Health.
• Joint Commission. (2012). Improving patient and worker safety: Opportunities for synergy, collaboration, and innovation. The Joint Commission.