You Are The Employee Relations Specialist In Human Re 466887

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 the complex environment of healthcare administration, ensuring accuracy in patient accounts is critical, as errors can lead to significant financial, legal, and reputational repercussions. When addressing employee performance issues such as frequent patient account errors, human resources professionals advocate a structured approach grounded in the principles of progressive discipline. This model allows for fair, consistent, and transparent correction of problematic behaviors while safeguarding both employee rights and organizational interests. This paper discusses recommendations for initiating the disciplinary process, explores potential solutions to address the errors, and details documentation strategies to ensure protection and fairness in the workplace.

Starting the Counseling Process:

The initial step involves a one-on-one meeting between the manager and the employee, ideally conducted in a private, non-threatening setting. The HR specialist recommends that the manager prepares specific examples of errors, ensuring assessments are factual and objective. The counseling should commence with a clear explanation of the observed issues, emphasizing that the goal is to improve performance rather than punish. Utilizing a coaching approach, the manager should express concern, listen actively to the employee’s perspective, and collaboratively develop a performance improvement plan. Importantly, the discussion should clarify expectations, outline the consequences of continued errors, and reinforce organizational policies regarding accuracy and accountability.

Possible Solutions and Employee Suggestions:

To rectify the issue, the manager might suggest targeted training sessions focusing on database accuracy, coding procedures, or system navigation. Implementing regular audits and providing feedback can also serve as effective corrective measures. Additionally, fostering a supportive environment where the employee feels comfortable seeking help when uncertain can reduce errors. From the employee’s perspective, solutions may include requesting additional training, adjusting workload to allow more review time, or utilizing checklists and automated tools to minimize mistakes. Collaborative problem-solving encourages ownership of the corrective process and enhances motivation for performance improvement.

Documentation for Protection and Fairness:

Accurate documentation is fundamental in binding the discipline process to legal and organizational standards. The manager should create detailed records of all interactions, including dates, times, and descriptions of the issues discussed, alongside the employee’s responses. Maintaining signed acknowledgments of performance concerns and improvement plans ensures transparency and accountability. Documentation should adhere to organizational policies, be factual, and avoid subjective judgments. Additionally, any corrective measures implemented should be communicated in writing, with copies retained in the employee’s personnel file. This systematic approach provides a clear record of due process, mitigating potential legal risks and demonstrating fairness in addressing performance issues.

In conclusion, applying a structured, fair, and documented approach aligns with best practices in employee relations management. Initiating the counseling process respectfully, collaboratively exploring solutions, and meticulously recording all actions can effectively address patient account errors. These measures not only support employee development but also safeguard organizational integrity, ultimately contributing to a more efficient and compliant healthcare administrative environment.

References

• Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2021). Managing Human Resources (10th ed.). Pearson.
• Society for Human Resource Management (SHRM). (2022). Progressive Discipline. https://www.shrm.org/