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4. Explain how as a member of the mental health care team you worked to place the interests of the patient(s) at the center of the inter-professional health care delivery during this clinical experience. (Course Outcome 3, IPEC VE 1- Competency & Professional Identity Formation).

5. Describe a time during this clinical experience where you worked in cooperation with those who receive care, those who provide care, and others who contribute to or support the delivery of prevention and health services (Course Outcomes, 1 & 3, IPEC VE 5 & Inter-professional Identity Formation).

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C. Read Chapter 5 in your Townsend/Morgan Textbook (Legal/Ethical). Read the following article. Compose a 1-2 page reflection that outlines what you learned about the concepts of professional boundaries and nursing ethics when interacting with patients, families, and inter-professional team after reading this article. Be prepared to hand this in and discuss your findings during Seminar. (Course Outcomes 1, 2, 3 & Professional Identity Formation).

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4.1 MEANING OF HUMAN RESOURCE
Human Resource (HR) is the division which plays out the capacities which are discovering , screening selecting and preparing work candidates, and also controlling representative advantage programs. As organizations rearrange to increase focused edge, HR assumes a key part in helping organizations manage a quick changing condition and the more prominent interest for quality workers. Human Resource Management is the region of regulatory concentration managing an association’s representatives. In this manner, finding and keeping great representatives is fundamental for an organization to move towards progress.

Following are some of the areas of concern regarding HRM policies and practices of the Indian commercial banks:
1. Selection and Recruitment
2. Promotion
3. Compensation
4. Training and Development
4.2 ROLE OF H.R IN BANKING
The managing an account industry is an exceptionally controlled powerhouse that balances out the financial condition of countries around the globe. Banks store delicate, individual data about their customers, and business banks frequently house more profitable stock – money – than other retail activities. Bank workers, from administrators to tellers, must have a larger amount of honesty and reliability than representatives in most different ventures, making the part of HR in managing an account significantly more essential.

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Applicant Screening
Certain occupations don’t generally require an intensive historical verification, however any employment in a bank unquestionably does. Human asset offices in banks must go the additional mile to reveal the criminal and money related history of occupation candidates, for the security of their customers and their association all in all. Banks are profoundly far-fetched to employ applicants with money related extortion on their records, for instance, because of the sheer weight of allurement a situation in a bank would put on somebody with that sort of history.

Bank Security
HR offices must outline and screen work procedures to diminish open doors for inward robbery and agreement. HR strategies isolate money getting, capacity, handling and dispensing, and record all exercises by means of video reconnaissance. If a representative endeavors to take from a bank, the HR office must deal with the legitimate printed material and managerial procedures required by court procedures.

Pay Decisions
Similarly as with different enterprises, HR experts in banks take part in settling on choices for salary increases and advancements. Bank workforces are special in that they regularly have two strategies for paying representatives: pay rates for back-office and other staff, and commissions for deals representatives. Advancement choices for sales representatives offering advances and other monetary items contrast from choices to advance authoritative staff. Banks’ HR offices must oversee both fairly and deliberately to build up the workforce.

Executive Recruitment
The saving money industry is exceptionally focused, and banks continually explore a legitimate minefield that can pulverize organizations that progression out of line. Finding the correct officials is urgent in any industry, however particularly one in which rivalry is so wild and lawful consistence so imperative. HR experts in banks must go the additional mile to select the best official ability in the saving money field, enabling their associations to flourish and develop into what’s to come. HR divisions in organizations must pick up endorsement of the directorate before acquiring somebody to fill an official spot, too.

HR DEPARTMENT IN MAHILA CO-OPERATIVE BANK
4.3 ORGANIZATION STRUCTURE
99060072390PRESIDENT
00PRESIDENT

225817034486000
23450554685030023749002303780002404745347726002262505111442509906005163094PRIME ORGANIZERS
00PRIME ORGANIZERS
9906003946434CHATERED ACCOUNT
00CHATERED ACCOUNT
9906002701925LEGAL ADVICERS
00LEGAL ADVICERS
9899651543232DIRECTORS
00DIRECTORS
990600308066VICE PRESIDENT
00VICE PRESIDENT

4.4 RECRUITMENT OF HR OFFICER
The enlistment of Human Resource (HR) Officers in banks happens through the IBPS Specialist Officer normal composed examination taken after by a meeting. In any case, SBI conducts its own enrollment examination for the same. The compensation scale is the same as the generalist officers enlisted through the IBPS PO examination, be that as it may, HR Officers are constantly posted in the territorial office or the zonal office or the corporate head workplaces of banks
4.5 Importance of Human Resource Management
The banking sector is a wide financial and economical industry, which depends majorly on the workforce. Thus managing and maintaining this workforce becomes the priority for the HR department in the banks. It is also important for the HR management team to have a look at the present and possible future requirements of the banks and work accordingly with the same.

•Plan ahead for recruitment:
The ever changing banking industry, with a steady growth in the past decade, has resulted in many vacancies and overall growth in the sector. The number of branches of Public sector has risen significantly and accordingly the requirement for skilled manpower has grown as well. The HR management team is responsible in any particular banks to analyze future requirements of their organization and steadily calibrate recruitment process.

•Maintaining a balance of experience and youth in the workforce:
The changing scenario of the banking sector with emergence of online banking and core banking services, there is a need to incorporate youth energy and exuberance in work. But, there should be a fine balance between the youth energy and experienced professional, to make it a successful and fruitful combination, just like in any other sector. Hence, the HR management is responsible for maintaining this balance and undergo some cultural and management adjustments to fit in the people working.

•Training of the manpower:
The technology along with the method of working in banking sector is changing rapidly. Not only the machines, but approaches to various schemes, policies and banking facilities are changing with time. The new recruit and the older ones as well, need to undergo necessary training to grasp the same from time to time. The human resource management makes sure that the people working in the banking organization are not suffering from any such discrepancy. Empowering the employees with training and measuring their performance afterwards, is what the human resource department needs to look after.
•Performance management and talent spotting:
The HR management remains responsible for measuring the overall performances of the employees working in different departments. They focus more on the people who are lacking the spirit of working in the organization and try to help them improve their performance for the betterment of the bank. To give importance to the hard-work and dedication of employees, the HR department provides the adequate praise and promotion to them.

•Keeping a tab on the personal requirements of the employee:
The employee in any organization seeks for his/her value in the company. They tend to work even harder once they feel they are an important source for the company and the company thinks for them in return. Providing pay perks for good works, keeping some personal information and wishing them at occasions, allowing leave and keeping a tab on the promotional and transfer requirements are some of the things that the HR department needs to look into.

•Keeping a tab on retirements and resignations:
Talent retention is also the responsibility of HR department. The HR team is also responsible to make arrangements to stop the resignations that the employees are giving to a particular organization. They need to assess and analyze the reasons behind the decision of leaving the organization by the employees and work upon it to better the situation. The HR team also needs to have a record of the retirements planned in few years and make sure that they have recruitment notifications ready to fill the vacant shoes.

4.6 EXTENSION OF SERVICES
The top managerial staff in view of regulatory and operational necessities, will have discretional forces to expand the time of administrations of the officers (directors or more) who is resigning on superannuation for a period not surpassing two years from the date of his superannuation on the pay drawn on that date considering his capability, work effectiveness , dedication to obligation , accomplishments, work proficiency , commitment to obligation, accomplishments and also responsibility to the advance of the bank amid the administration.
In the conditions of non-accessibility of prompt size of officer to assume control over the charge from the resigning official.
On the off chance that the representative connected for willful retirement plot get a kick out of the chance to pull back her application she ought to do as such, inside 15 long stretches of his application. In any case, the specialist of tolerating her demand or dismissing is completely vested with administration.

4.7 LEAVE BENEFITS
MEDICAL LEAVE
20 days leave with half pay is available in a year. However, this leave may be availed for 10 days with full pay in a year. This leave is available only for 12 months during the period of employee’s service. Every year, 10 days leave with half pay at the end of june and the balance 10 days leave on half pay shall be credited to employee’s leave account at the end of December.
•MATERNITY LEAVE
This leave to the maximum period of 90 days will be sanctioned to female employees. In case the female employees opts for additional leave, it may be considered to a maximum period 90 days without pay. This additional LWP shall not affect to the annual increment or for any service benefits.

4.8 RECRUITMENT FUNCTION
The selection work joins assembling and masterminding of the resumes as indicated by the advertisement given in the everyday paper or the site ; Conducting of the gathering session which is coordinated by HR boss for the enlistment of Probationary Officer (PO), Clerk, Office Assistant, Junior Assistant, Specialized Officer and numerous more ; Conducting of the gathering session staff is driven by the Chairman of the Institute close by the assistance of the HR division . The course of action letter is issued by the HR division on the preface of the gathering and determining the compensation which the candidate will get after the check from the record section of the affiliation. From that point on the delegate joins and is set in the bank.

4.9 PERFORMANCE APPRAISAL OF EMPLOYEES
Performance Appraisal is a subject to:-
Validate and refine organizational actions (e.g. selection, training)
Provide feedback to employees with an eye on improving future performance.

Validating and refining organizational action or banks action:
Employee selection, training and just about any cultural or management practice—such as the introduction of a new pruning method or an incentive pay program—may be evaluated in part by obtaining worker performance data. The evaluation or appraisal may provide ideas for refining established practices or instituting new ones. For instance, appraisal data may show that a firm supervisor has had a number of interpersonal conflicts with other managers and employees. Some options include:
(1) Paying more attention to interpersonal skills when selecting new supervisors
(2) Encouraging present supervisors to attend communication or conflict management classes at the local community college,
(3) Providing the supervisor one-on-one counseling,
(4) Plan for long-term staffing and worker development
(5) Give pay raises or other rewards
(6) Set up an employee counseling session
(7) Institute discipline or discharge procedures.
For validation purposes, it is easier to evaluate performance data when large numbers of workers are involved such as in banks. Useful performance data may still be collected when employees are evaluated singly, but it may take years to obtain significant data trends.

(2) Employee need for feedback:
Although employees vary in their desire for improvement, generally workers want to know how well they are performing. People need positive feedback and validation on a regular basis. Once an employee has been selected, few management actions can have as positive an effect on worker performance as encouraging affirmation. These are, in effect, good-will deposits, without which withdrawals cannot be made. This does not mean you should gloss over areas needing improvement. When presented in a constructive fashion, workers will often be grateful for information on how to improve shortcomings. Such constructive feedback, however, “can happen only within the context of listening to and caring about the person.” In general, supervisors who tend to look for worker’s positive behaviors—and do so in a sincere, non-manipulative way—will have less difficulty giving constructive feedback or suggestions. Furthermore, in the negotiated approach, the burden for performance analysis does not fall on the supervisor alone, but requires introspection on the part of the individual being evaluated. Feedback may be qualitative or quantitative. Qualitative comments are descriptive, such as telling the shop mechanic you appreciate the timeliness and quality of his/her repairs. In contrast, quantitative feedback is based on numerical figures, such as the percentage of plant grafts that have taken. Some researchers feel feedback is particularly useful when workers have an achievement objective. By focusing the attention on performance, performance appraisal goes to the heart of personnel management and reflects the management’s interest in the progress of the employees.

4.10 HR POLICIES AND OBJECTIVES
The bank trusts that their representatives are our most significant resource and attempts to build up the capacities and profitability of their staff. They support a work culture, encourage association with them at each level in the association and make them to express their perspectives and offer their plans to realize upgrades in the association towards the accomplishment of the shared objective portrayed in our vision and statements of purpose. Our representatives take pride in their work as they are given due regard, and by being compassionate and delicate to each different needs. They could make each undertaking to cultivate a gainful culture all through the Bank
The Bank is a team –focused organization that is characterized by
Collaborative relationships
Approachable and open communications
Courteous ,efficient and effective services
Flexibility and fairness
The purpose of this policy is to ensure that the human resources values framework incorporates four key principles, which are :-
Communication
Bank’s administration and staff will advance a domain where the standards of open correspondence will be maintained. With the end goal of this approach ,open correspondence embodies the possibility of;
•Mutual acknowledgment a regard at all levels;
•Freedom to express one’s perspectives and a guarantee to settling any relational clash;
•Promotion and advancement of two way correspondence fusing valuable criticism;
•Appropriate dispersal of spread of data.
2.Opportunity
Bank’s administration and staff will advance a workplace that gives chance to :-
•Improved work hones;
•Support of people in quest for individual and vocation development and
•Encouragement of self-advancement by perceiving and utilizing singular qualities
3.Innovation
Bank’s administration and staff will elevate a situation to urge activity prompting adaptability and development. This rationality will encourage enhanced work hones , which address authoritative issues through the testing of assumptions.
4.Individual
Bank’s administration and staff recognize the significance of every individual’s commitment to crafted by the Bank by perceiving their characteristics, qualities and capacities and sharing these over the Bank
4.11 ROLES AND RESPONSIBILITIES
Board Of Directors
Board will endeavor to provide :-
Direction and support to administration and staff to draw in, hold, propel and create quality staff with a specific end goal to accomplish the Bank’s objectives;
Assistance to administration and staff to center around the execution and profitability of people , groups and workgroups while meeting the Bank’s destinations;
Remuneration under the present contract of work and other business conditions steady with administrative prerequisites.
2)HR Department
HR Department is in charge of :-
Regular survey and improvement of human asset administration rehearses;
Periodic survey of the work needs to decide aptitude prerequisites expected to meet the Bank’s key arrangement;
Determination of a hierarchical structure that will encourage and enhance cooperation; and
Appointment and advancement of staff on justify and to guarantee that treatment of all representatives is reasonable and impartial.
3)MANAGERS
Administrators are in charge of;
Providing advancement open doors for staff that identify with execution keeping in mind the end goal to accomplish hierarchical and singular needs;
Agreed execution gauges for staff and help with the accomplishment of recognized objectives; normal survey and enhance where important, human asset structures and procedures in accordance with Board headings. This will encourage best practice, work adaptability and the capacity to adjust rapidly to evolving needs;
Constructive input with a mean to enhance work practices and connections;
Establishment and support of group improvement.
4)Employees
Workers are in charge of;
incorporation of the standards of this approach into their work hones and to make themselves actually responsible for executing the human asset esteems system; ? utilization of activity in connection to their very own improvement;
utilization of their individual qualities in change of work rehearses;
achievement of hierarchical objectives through investment in the advancement designs, arrangements and techniques;
adherence to all strategies ,systems, concurred set of principles and gauges; and
assistance in the counteractive action of segregation and the advancement of equivalent open doors while collaborating with different representatives.
5)Corporate Management
Corporate Management is in charge of:
Counseling for profession way advancement to the separate representatives.
provide vital rules and bearings to survey and enhance the aptitudes of the workers to the particular Managers.
providing training to the Managers to empower them to comprehend the shrouded abilities of the representatives

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