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Community Care Assignment

Question 1: In your capacity as Director of Human Resources, what steps would you take to determine why the employees are leaving? How will you be able to identify if this is a management issue, labor market issue, compensation issue, or a combination of issues? What questions would you ask team members?

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(i) Possible reasons for turnover can be,
• The failure can be from internal organizational functional system. There is need to evaluate whether the actual operating conditions presented to CNAs are in accordance with the job description provided to them at the time of recruitment and deployment.
• If there are any serious deviations in the actual description handed over to the CNAs and actual conditions of operations, then it may lead to frustration or failure to discharge their duties and this can lead to the turn-over of the employee. Hence the current set of operations whether they are aligned with the actual job descriptions of the CNAs, their skills and capabilities are not is to be carefully evaluated at the first step. Hence the feedback in these issues can be obtained from different members. Insights into the discussion with these personnel as well insights into the exit interview reports will provide information whether the issue is management issue or not?
• Labour market issues can be multi-fold, finding out whether the actual work conditions are different from the work conditions as per the benchmarked standards of other industries. Also whether the labour conditions are against to the labour union regulations agreed upon. Comparative insights into the labour conditions and work environments in other care units in the market will provide whether there any issue in the labour issue domain (Cascio, 2015).
• Finally the compensation issue is of considerable significance. If the compensation and other perks and incentives are not inline with the industry standards. Also if the compensation is not as per the work demands in the organization, it is more likely that the employees will turnover. Hence review of the same with respect to the industry standards and benchmarking the same with other organizations is needed. Also comparing the job demands in other similar organizations and assessing the benefits whether compensating these requirements will provide insights into the possible causes of turnover (Noe et al., 2017).

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Question 2: What questions would you ask team members? Are the questions different for each role? What strategies from the assigned course reading would you implement?

(ii) Questions will be different for each role and possible answers are expected to provide more detailed overview of the CNAs work conditions and reasons for turnover. Some of the possible questions are as follows,
• Administrator will be asked questions like whether there any complications reported by CNAs while turning over? Whether there are any complaints received?
• Director of Nursing will be asked whether there are any issues of collaboration and brought to his notice between the CNAs and nurses in the organization?
• Nursing supervisors will be asked questions like the rationale for classifying the CNAs as bad? What reasons prompted them to call them so? Whether they have attitude problem? Skills and job knowledge issues etc?

Strategy selection
Correction commences with the actual deficiency, if it is attitude issue, recruitment strategy will be modified, if it is compensation issue, incentives can be improved. If is management issue, refining the JD and other aspects as per the findings can be done (Odoh et al., 2019). Exact solution will depend on the specific finding.

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