The Ambulatory Healthcare Services Responsibilities Business Essay Example

Occupational Health and Screening, Comprehensive Laboratory Tests, X-ray and Ultrasound, Breast Examination and Mammography, Electrocardiogram (ECG), Treadmill Stress Test, Physical Therapy, Minor Surgical Procedures, and Home Health Care.

• SEHA-AHS ( Vision ) : Caring with Passion..Serving with Pride
• SEHA-AHS ( Mission ) : leaders of unique and dynamic Ambulatory Healthcare Services committed to healthier and better lives for our Community in Abu Dhabi.
• SEHA-AHS ( Values ) : Professionalism, Respect, Innovation, Dedication, and Excellence.

Methodology

The research survey was conducted to the HR staff from SEHA-AHS Company.

Data aggregation

In a research survey, the method of aggregating information is a crucial factor. It involves collecting data from various sources such as questionnaires and observations. The quality of the information gathered relies on the field workers and their expertise in conducting surveys.

Datas are classified into two categories: primary information and secondary information. Primary information includes all the data that is collected initially, using three different methods: observation, in-depth interviews, and questionnaires (Strandberg, 2009). Secondary information is obtained from references, diaries, and other related sources. For this study, we will gather information through personal and telephone interviews, as well as by reviewing documentation, articles, projects, and the AHS website.

Major Human Resource Objective and Strategy

Human resource is considered the core strength of any organization because without a managed and systematic workforce, the organization would cease to exist.

Human resource has specific aims and goals that need to be met in order to achieve the strategic goals of an organization (Armstrong, 2006). These aims include

both basic tasks to build a foundation for more advanced ones, as well as major responsibilities that the organization wants to achieve. The first major aim of human resource is to efficiently manage employees in an organization to save unnecessary expenses. The second aim of human resource is to effectively utilize the workforce potential of an organization to achieve goals and objectives in the most efficient way possible.

The third objective aims to align the duties and work behavior of the workforce with the demands of the organization (Bloom & Reenen, 2010). This requires employees to adhere to organizational rules and ethical standards. Another objective is to maintain positive relationships with employees and managers to ensure effective work within the organization. These objectives align with the mission of Ambulatory Health Services (AHS), which emphasizes leadership and community. AHS strives to provide the best healthcare services in the Abu Dhabi community by incorporating superior health principles (Bratton, 2004).

The organization can achieve this goal by strictly adhering to the aforementioned human resource objectives, which is exactly what the organization is doing. By incorporating these objectives into their mission statement, it can be confidently stated that human resource goals shape the guiding procedures in AHS. The belief and value system of SEHA-AHS is centered around providing top-notch healthcare services in the Abu Dhabi region. One of the core values of the AHS organization is "responsibility," which encompasses various activities related to this concept (Rose, 2007).

According to Strandberg (2009), the organizational structure of this company is straightforward, and its performance indicates that its objectives are effectively communicated internally. However, for this communication to be successful, it is necessary for top

management to agree with the objectives. At AHS, senior management places great importance on HR and considers it a top priority in running the organization. This emphasis is reflected in the company's organizational structure, which aims to eliminate communication gaps and barriers. Consequently, the Human Resource department operates smoothly without obstacles within the organization.

The AHS Corporation has a belief system that emphasizes professionalism, respect, innovation, dedication, and excellence. These values contribute to a strong sense of fairness in HR within the organization. The HR director at the highest level is responsible for both recruiting potential employees and overseeing organizational planning, which includes daily activities and monthly reports (Armstrong, 2006).

Challenges

The current unpredictable business environment poses numerous challenges for organizations like AHS. To run more efficiently, AHS focuses on internal policies and develops schemes with a strong positive mindset. Many of the challenges currently threatening the AHS organization are related to HR. These challenges include finding well-educated employees, creating compensation programs that adapt to the unstable economic environment, and implementing training and internship plans. Despite these challenges, AHS has implemented contingency policies such as expanding the authority of the HR manager, implementing an effective recruitment process, and devising an efficient HR policy.

The organization has been successful in overcoming challenges and has benefited from the following steps.

HR Function

In AHS, the HR department has performed various traditional HR functions. These functions include hiring, promotions, reassignments, salary determination, performance assessment, consultation and advisory services to employees, worker's compensation, and policy development. All of these functions fall under the umbrella of Human Resources, and AHS considers it a key component of their organization (Rose, 2007). Hiring

and promotions are fundamental HR functions that AHS has been implementing since its establishment. Additionally, the HR department at AHS also conducts marketing research and analysis to determine the most appropriate rewards and compensation for their employees, ensuring their motivation and positive contribution to the company's growth.

Another important function of the HR department in the company is the development of workplace policies to encompass all employees. The top managers at AHS consider this function to be one of the most important. AHS has a separate and formal HR department because it values the ethical implementation of business practices in its organizational structure. The HR department, like other departments in AHS, has specialized directors and employees who are responsible for HR-related tasks and ensuring that the workforce remains motivated. The HR department was established when the corporation was founded in 2007, as managing Human Resources is a core aspect of a properly functioning company (Rose, 2007).

It is important to communicate the objectives of an organization to its employees because they are the ones shouldering the responsibility of the entire organization. AHS Corporation has developed an effective communication network by simplifying the functional layout of the company. This simplification is aimed at reducing communication gaps and barriers, and making the process of conveying organizational objectives smoother. The number of employees associated with the Human Resource section in AHS is not fixed. It is an ethical principle of the organization that every employee has some level of responsibility towards the HR department as they are indirectly connected to it. The HR managers in AHS are directly responsible for the operation of the HR department.

The bing HR system of

the AHS organisation, including input from board members of its parent company SEHA, was developed by the organisation's founders (Strandberg, 2009). The implementation of a comprehensive HR policy was crucial for AHS' efficiency from its inception.

Hour REQUIREMENTS

The fundamental HR requirements at AHS encompass HR planning, job analysis, recruitment, and selection. HR planning involves the creation of policies that govern an organization's workforce.

Like many other companies, AHS also adheres to the definition of occupation analysis as finding the right individual for the right job. AHS implements a simple and straightforward recruitment and selection process, wherein vacancies are posted online or in the newspaper (Armstrong, 2006). HR policy plays a significant role in achieving the organizational strategic goals. This is why HR management is integrated into strategic management because if AHS's human resources are properly organized and managed, they can contribute positively to the strategic goals. AHS develops HR policies that align with the trends in the business environment and the workplace.

Normally, HR planning in AHS is carried out by HR directors, taking into consideration inputs from both employees and top management (Bloom, A., & Reenen, 2010). AHS places a strong emphasis on job analysis and job description for every position in the organization, as they believe in the importance of proper placement within a department or role. When there is a vacancy for a specific job or position in AHS, the HR department updates the job requirements and specifications. AHS offers career planning and guidance to its employees, as worker compensation and guidance are part of their HR policy.

The organization's HR specialists provide support and guidance to employees, contributing to the organization's success (Bratton, 2004). The

effectiveness of this guidance is demonstrated by the popularity and success of AHS in the community. Vacant positions at AHS are primarily advertised online and in newspapers to inform potential candidates. Candidates' education and experience in the medical field are used for evaluation. Recruitment through social networking sites like Facebook or Twitter, as well as the internet in general, has proven highly effective due to widespread internet use for obtaining updates and information. Employee recruitment follows established organizational policies and practices that expand the organization's scope and impact, just like with AHS.

The evaluation and selection process is limited by employment laws, as these laws impose certain policies and activities (Rose, 2007). In AHS, the higher management positions are usually filled through internal hiring, while lower management positions are preferred to be filled externally. This policy helps maintain an excellent workforce environment in AHS by specializing and integrating the right individuals for each job.

Employee Training and Development

Training is typically provided within the organization, as it is AHS' policy to offer specialized on-the-job training. Employee training and development are assessed based on employee performance and feedback processes.

Strandberg (2009) states that the public display of an employee in AHS is crucial for evaluating their skills and capabilities, which greatly affects promotions and transfers. AHS offers on-the-job training and informational seminars to enhance employees' knowledge and abilities, leading to the development of a competent and motivated workforce.

The organization's strong HR policies and emphasis on employee preparation and development have prevented any issues from arising to date.

Employee Performance Appraisal

A three-month performance appraisal is conducted to assess an employee's effectiveness. Feedback is obtained from department heads regarding

the employee's performance. Based on the results, the employee is either considered for promotion or a salary increase.

Psychological assessments, scaling, and checklist methods are commonly used for employee performance appraisals (Armstrong, 2006). This system reflects the true performance of an employee by gathering input from the employee, co-workers, and seniors. Social skills are the most important external factor influencing employee performance assessments because individuals who are socially adept are more likely to receive positive evaluations from their work environment.

Compensation and Benefit System

AHS conducts quarterly external pay studies to determine the market pay rate. This helps them retain and attract a competent workforce because a higher salary or pay rate is a key attraction for many employees.

The wages and pay rates of employees in AHS indicate differences in their accomplishment degrees. An important aspect of the HR policy in AHS is the wages and bonus system for proficient employees. According to psychological evaluations and studies, it has been found that bonuses or rewards positively impact an employee's performance. Offering compensation or benefits incentivizes employees to work efficiently. AHS provides its executives with extensive benefits and compensations based on their individual and organizational performance.

The fillips in AHS are determined by their work input and their contribution to the achievement of short term organizational goals. AHS provides wellness insurance coverage to its employees based on their seniority and experience in the organization. The level of provision of this insurance coverage is also determined by the increase in input and the addition of workforce as well as the company's performance. Employees who have worked for more than five years in the organization are eligible for retirement benefits and pension

plans, which are usually based on the current economic environment. In order to maintain employee morale and job satisfaction, AHS continuously compliments and praises its workers for their performance.

The work environment at AHS lacks in terms of stringency and asperity.

Employee Relations and Employee Discipline

A three month feedback form is given to employees at AHS to determine if they have any complaints. The number of complaints received is usually very low, thanks to the excellent working environment and ethics at AHS. By continuously improving the working conditions, the complaint rate at AHS has been significantly declining (Bloom & Reenen, 2010).

AHS prides itself on its employees' strong work ethics, which greatly minimize instances of employee disciplinary issues. The organization has clearly established procedures that promote and enforce these strong work ethics. As a result, concerns such as employee turnover, absenteeism, and tardiness are not major issues within the organization. While there may be occasional exceptions, AHS effectively handles them. AHS always prioritizes maintaining a healthy and motivating work environment where employees are free to express themselves and engage in activities like internet surfing.

Unhealthy behavior such as smoking or drug usage is strongly discouraged in the workplace, and employees are also educated about the harmful effects of these behaviors (Rose, 2007). To improve employee satisfaction and foster a positive work environment, it is important to structure the workplace based on ethical practices that enhance employee motivation.

Summary

HRM in AHS initially faced HR challenges such as employee recruitment and selection. These challenges were addressed through the implementation of HR policies tailored to specific job roles. Currently, the main HR challenge in AHS is providing

a suitable work environment that enhances employee performance.

HR maps in AHS contribute positively to the achievement of its strategic goals, as evidenced by the recent company's public presentation. AHS also regularly reviews and assesses its HR policies on a quarterly basis. The evaluation of HR at AHS primarily relies on feedback forms and the company's performance. AHS's primary mission is to provide excellent community service, and its HR policies are aligned with this mission (Bloom et al., 2010). The success of AHS in the Abu Dhabi region demonstrates its popularity since its establishment.

Amidst the shifting trends of concern, the only suggestion is to consistently improve upon its HR policies.