I Only Need 10 Slides: The Organization Is Human Relations

I Only Need 10 Slidesthe Organization Is Human Relations Theory Organi

Use the health care organization that your team chose in Module 1 and collectively identify one department within the organization (e.g., Quality Improvement, Risk Management, Human Resources, Utilization Management, Case Management/Social Services, Nursing). Staff the department appropriately by having each team member adopt a key role within the department. Research other industry leaders, gaining a concept of organization structure. Put together an organizational chart for the department including the key roles and salaries/hourly wages selected and any other roles identified in the department. The presentation should include the roles and responsibilities of the position that each team member selected, compensation determination, credentials, licenses, certifications needed for these roles, and the organizational chart established. The presentation should contain 10 slides with speaker's notes on each slide. Focus on presenting a professional, well-structured overview that continues the working relationships developed in prior modules and incorporates various media for clarity and engagement. APA format is not required for the body of the presentation, but in-text citations and references should follow APA guidelines.

Paper For Above instruction

The healthcare industry is a complex and dynamic environment that requires effective organizational structures to ensure optimal patient outcomes and operational efficiency. An essential component of such organizations is understanding the internal department structures, especially when aligned with organizational theories like the Human Relations Theory. This theory emphasizes the importance of human factors, employee welfare, and interpersonal relationships in enhancing organizational productivity. For this project, our team has selected a healthcare organization from Module 1 and focused on the Human Resources department, which is crucial for managing staffing, employee relations, compliance, and organizational culture.

The Human Relations Theory posits that effective management involves recognizing the social needs of employees, fostering a positive work environment, and promoting teamwork. Implementing this approach within a healthcare setting can improve staff morale, reduce turnover, and ultimately enhance patient care. Our team adopted five key roles within the Human Resources department, reflecting the typical structure found in healthcare organizations and drawing from industry best practices.

Organizational Roles within Human Resources

• HR Manager: Responsible for overseeing all HR functions, including strategic planning, policy development, and department management. The HR manager typically earns between $80,000 and $120,000 annually, depending on the size of the organization and geographic location. Credentials often include a Master's degree in Human Resources or Business Administration, with certifications such as SHRM-SCP or HRCI-SPHR.
• Staff Recruitment Specialist: Handles employee recruitment, interviewing, and onboarding processes. Their role is vital in maintaining a steady staffing pipeline aligned with organizational needs. Salaries usually range from $50,000 to $70,000 per year. Credentials include a Bachelor's degree in Human Resources, Business, or related fields, with certification options like SHRM-CP or HRCI-PHR.
• Employee Relations Coordinator: Focuses on conflict resolution, employee engagement, and maintaining a positive workplace culture. Salaries typically range from $55,000 to $75,000 annually. Credentials involve experience in HR, with certifications like SHRM-CP or HRCI-PHR preferred.
• Compensation and Benefits Analyst: Manages payroll, benefits administration, and compensation structures. Usually, this role earns between $60,000 and $90,000 annually. Certifications such as Certified Compensation Professional (CCP) can enhance their credentials.
• HR Administrative Assistant: Provides administrative support, handles record-keeping, and supports daily HR operations. Salaries generally range from $40,000 to $55,000 depending on experience. Credentials may include an associate's degree or higher with HR-specific training.

Organizational Chart and Structure

The organizational chart was created using PowerPoint's SmartArt feature, illustrating the hierarchy and relationships among the roles listed above. At the top is the HR Manager, who oversees the department. Reporting directly to the HR Manager are the Recruitment Specialist, Employee Relations Coordinator, Compensation and Benefits Analyst, and HR Administrative Assistant. This structure promotes clear communication channels and efficient workflow, aligning with the Human Relations Theory by emphasizing collaborative relationships among team members.

In terms of compensation, salary ranges are based on industry data and regional standards, ensuring competitive wages to attract and retain skilled professionals. Credentials and certifications reflect the qualifications necessary for success in each role, emphasizing ongoing professional development and adherence to industry standards. The department's structure supports a human-centric approach, with an emphasis on employee engagement, support, and organizational culture—key components of the Human Relations Theory.

Conclusion

Implementing a well-structured Human Resources department rooted in the principles of Human Relations Theory can significantly benefit a healthcare organization. It fosters a positive workplace environment, enhances staff satisfaction, and ultimately improves patient outcomes. This project highlights the importance of strategic role allocation, appropriate compensation, and professional credentials in building a resilient HR department. The visual organizational chart complements these insights by providing a clear overview of roles and reporting relationships, illustrating how human factors are integral to organizational success in healthcare settings.

References

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