You Are The Employee Relations Specialist In Human Resources

You Are The Employee Relations Specialist In The Human Resources Depar

You are the employee relations specialist in the human resources department. A manager has come to you about an employee issue. The employee has been making patient accounts errors in her job as a hospital business office cashier. Research the progressive discipline process. In a 2-3 page report, prepared in APA style with at least two references, do the following: Provide your recommendations to the manager on how to start the counseling process with the employee. Describe some possible solutions the manager might suggest to the employee or the employee might suggest to solve these errors. Explain how the manager will document this situation to protect the employer and to be fair to the employee.

Paper For Above instruction

In contemporary human resource management (HRM), addressing employee performance issues requires a structured and fair approach, particularly within sensitive environments such as healthcare institutions. When an employee, such as a hospital business office cashier, commits errors in patient accounts, it is crucial to employ a systematic process like progressive discipline to remediate the problem while safeguarding the rights of the employee and the organization. This paper provides recommendations for initiating counseling, explores potential solutions to address the errors, and explains documentation strategies aligned with best practices and legal fairness.

The first step in the counseling process involves initiating a formal, empathetic, and constructive conversation with the employee. The manager should start by clearly explaining the observed errors in patient accounts, emphasizing the impact these mistakes may have on patient care and organizational accuracy. It’s essential to approach the discussion with a supportive tone, focusing on improvement rather than punishment. The manager should use specific examples to illustrate the issues, avoiding generalizations that could be perceived as accusatory. According to Carrell and Heavrin (2013), the goal at this stage is to identify root causes—whether they relate to skills deficits, workload issues, or other personal factors—and express a genuine desire to support the employee’s development. Moreover, setting clear expectations for performance and discussing the potential consequences if improvements are not observed are crucial components, aligning with the progressive discipline model.

In proposing solutions, both the manager and employee should collaborate to identify practical corrective measures. Some solutions the manager might suggest include additional training sessions focused on specific areas of account management, refresher courses on hospital billing protocols, or providing access to resources such as detailed checklists or step-by-step guides. The employee might suggest solutions such as seeking mentorship from a more experienced colleague, increasing oversight during critical tasks, or adjusting workload to reduce errors. These collaborative approaches foster ownership and motivation for improvement, promoting a culture of accountability and continuous learning (Cascio & Boudreau, 2016).

To document this situation effectively, the manager must maintain comprehensive records of all interactions related to this issue. Documentation should include detailed notes of the counseling sessions, including dates, the specific issues discussed, the employee’s responses, and agreed-upon corrective actions. Any supporting evidence, such as error reports or performance data, should be retained securely. Proper documentation serves multiple purposes: it provides a clear record for evaluating subsequent progress, demonstrates due process if disciplinary action escalates, and helps protect the organization legally by showing that the employee was notified of concerns and given an opportunity to improve (Werner & DeSimone, 2012). Additionally, the manager should follow organizational policies and applicable employment laws to ensure fairness and consistency in disciplinary procedures.

In conclusion, addressing patient account errors in a hospital setting requires a balanced approach grounded in progressive discipline principles. Initiating a supportive counseling process is vital to understanding underlying causes and setting the stage for improvement. The development of collaborative solutions encourages employee engagement and accountability. Proper documentation ensures legal protection for the employer and fairness for the employee. By integrating these strategies, the HR department can effectively manage performance issues while maintaining a respectful and compliant workplace environment.

References

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