Introduction
Center for HIV/AIDS Management
Successful organizations whether for or nonprofit are driven to succeed through the proper formulation of strategic plans revolving around their vision and mission statements. While establishing my model organization, I will use the success depicted by Baptist Memorial Hospital in Southaven, Valley Presbyterian Hospital in Van Nuys, and Madigan Army Medical Center in Tacoma. The strategic plan is created solely for Center for HIV/AIDS Management. This nongovernmental organization seeks to offer medical and counseling support to people living with HIV/AIDS with the view of helping them to manage their conditions well. The organization desires to bring antiretroviral drugs closer to the patients and maintaining their confidentiality as they seek medicine. Moreover, the organization seeks to offer counseling support to HIV patients to help them manage their condition better and hence prolong their lives. The organization targets to serve the American rural population suffering from HIV/AIDS who cannot access health care centers with the special services that we seek to offer.
Core Competencies
The Center for HIV/AIDS Management has two main and core competencies. The first competency is the distribution of ARVs to the affected people. The second competency is counseling services to the patients of HIV/AIDS. The core competencies will provide customer value in different ways. First, the provision of ARVs will be very confidential. Each will identify some special location where he or she will pick his or her drugs. Moreover, the organization will use online platforms to enable patients order for their ARVs and consequently get it delivered to their doorsteps (Snyder, Ornes, & Paulson, 2014). The need for confidentiality among the HIV/AIDS patients is high. Therefore, this platform will help in addressing such need. Besides, counseling sessions will be conducted at the convenient place and time for the patient. The strategy will further enhance patient confidentiality and convenience.
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Patient Expectations and Needs
The major needs of patients with HIV/AIDS include counseling and guidance on how to manage the condition. This includes guidance on a proper diet as well as dealing social issues such as stigmatization and self-esteem (Alabi, & Aag, 2011). The customer expectations in this type of healthcare service relate to utmost confidentiality and protection of privacy. They expect healthcare providers to main their medical information as confidential and provide an environment of healthcare that forester privacy. The Center for HIV/AIDS Management will be structured in a way that can provide for the two basic from this class of patients.
Vision Statement
To be the principal and desired provider of ARV’s and HIV related counseling through consistency in offering quality, confidential and private services and actively involving all stakeholders including employees and the community in addressing social issues that HIV patients face.
Mission Statement
To offer high-quality healthcare services customized to the needs of HIV/AIDS patients and create value for the patient consistently.
Center for HIV/AIDS Management Strategic Plan
Introduction
This strategic plan intends to enable this healthcare organization to create more value for the customers and be more responsive to patient needs. The strategy seeks to exemplify the organization’s expertise in the area of HIV/AIDS patient care and condition management. It incorporates the input of all stakeholders in ensuring that the organization is efficient and effective in delivering quality healthcare this category of patients.
Healthcare Environment
Center for HIV/AIDS management will endeavor to provide a good environment for patient care. This environment will respond the specific needs of the patient. First, the healthcare environment will offer privacy. Each patient will talk to the healthcare provider privately and receive medication and healthcare in private rooms. Moreover, the incorporation of information will help the patients to seek and obtain health care in their homes where privacy is guaranteed (Alabi & Aag, 2011). Secondly, the healthcare environment will enhance the secrecy of patient’s information.
Quality of Healthcare Services
The organization will endeavor to provide the highest quality of healthcare service to the organization. In this regard, the organization will hire highly qualified and competent employees to work as counselors, nurses and doctors among other healthcare providers (Barnard, 2013). Moreover, it will employ internationally recognized standards in healthcare. The organization will endeavor to employ the best practices in the industry and largely rely on evidence-based practices. Lastly, the organization will outsource drugs from reputable manufactures with a proven record of quality (Barnard, 2013). This way, the organization will be able to guarantee high-quality healthcare to the patients.
Employee Motivation
The employees are at the center of the organization. The center will endeavor to offer competitive salaries and wages with the view of ensuring that the organization. Competitive wages attracts and retains highly qualified workers (Platis, Reklitis, & Zimeras, 2015). The organization will offer good working conditions for the employees. The employees will work for reasonable time durations. Exemplary employees in different areas will be recognized and rewarded, as it will help in motivating employees to attain excellence in healthcare services.
Values
The company will outline key values that will guide the interaction between employees and the patients as well as among employees. Such values will include honesty, integrity, customer focus and ownership among others (Williams, 2016). The values will be inculcated into the organizational culture and give the organization a positive public image.
Conclusion
The strategic plan outlined will be effective in ensuring that the organization realizes its mission and vision statement. The quality strategy will enable the organization to consistently meet and surpass customer quality expectations as outlined in both the mission and the vision statements (Barnard, 2013). The competent workforce strategy and the healthcare environment strategies outlined will also be effective in addressing customer value and enhancing patients’ experience in this healthcare organization.
Employee Hiring Training and Retention Plan
Hiring Plan
The hiring will be conducted when the need arises. The Human resource department will create a profile for the position it intends to recruit. They will then create an appropriate advertisement and send it to the public through appropriate media. The department will receive applications, review them, and shortlist the individuals with the desired qualifications. They will then form an interview panel that includes the departmental head of the unit recruiting. They will conduct an interview, evaluate, and choose the best candidate.
Training
The training program will start from need assessment and identification. Every departmental head will evaluate the training needs of each of the workers in the organization. They will then forward the needs to the training manager. The manager will develop a training program to address the training needs identified. The process of training will be continuous to keep the workers abreast of new knowledge and new evidence-based practices (Williams, 2016).
Retention plan
The organization will put in place a plan to retain highly competent workers. The retention plan will include offering competitive salaries and wages in the industry. Offering convenient and good working conditions will also help in the retention of competent employees (Platis, Reklitis, & Zimeras, 2015). The organization, shall identify, recognize, and reward outstanding employees. Lastly, the organization shall offer monetary incentives periodically to motivate and equally retain competent employees.
Coproduction
The organization will collaborate with other organizations such as Baptist Memorial Hospital and Valley Presbyterian Hospital, as well as the community and patient families in the provision of healthcare. It shall train families in home-based care and adequately equip them with knowledge and skills of caring for the patients (Linenkugel, 2012).
Conclusion
This plan links with the vision and mission statement in that it advocates for the motivation and retention of a highly competent workforce that can offer quality healthcare service as the vision and mission statements dictate (Barnard, 2013).
Reading Assignment
The Patient Bill of Rights
The patient’s bill was enacted in 1985. It outlines the fundamental rights and privileges of a patient. This bill aimed at creating public confidence among the public in the healthcare system (Leenen, 2015). The patient bill gives the patients the right to choose the physician they would want to consult and get treatment in privacy and confidentiality. Moreover, it empowers the patients to reject medical health prescribed by a physician and seek a second opinion. It further guarantees the patients the rights to be informed of their health status, potential risk and the need for a given medical procedure.
The Impact of Technology on Communication Techniques
Technology has had a great impact on business and communication techniques. For instance, technology has led to an increase in efficiency in different types of business as it eliminates wasteful processes. Technology has increased accuracy in business by eliminating chances of human error. From a communication perspective, technology has enhanced the speed of communication (Snyder, Ornes, & Paulson, 2014). Technological forms of communication such as emails, mobile phones, and social media among others have enhanced the speed of communication.
Situations with Potential Legal and Ethical Issues
Potential ethical and legal issues could arise from falsification of financial records in an organization. Such actions can enable an organization to evade paying the required taxes. It is an ethical issue since it deals with the values of integrity and honesty (Williams, 2016). Moreover, it is a legal issue because businesses have a legal obligation to pay taxes religiously. Therefore, the business could face a legal suit for evading taxes.
The Process of Employee Skill Mix and Competency
In the staffing process, there is need to ensure the organization has the adequate number of workers, and each worker has the prerequisite skills and competency. It can be achieved by creating a profile for each position within the organization (Platis, Reklitis, & Zimeras, 2015). The profile outlines the skills and competencies required. Recruitment must adhere to such requirements.
Areas to Consider in Hazard Management
Risk assessment at a workplace intends to identify potential risks that could lead to employee injury. An organization must carry out such assessments to identify the risks to employee safety and hence put in place appropriate safety measures. The strategy will help in reducing the chances of workplace injuries.
Types of Information and Information Systems needed in Healthcare Organization
Various elements of information systems are essential in the successful delivery of services in a healthcare organization. For instance, the electronic health records systems help in storing and communicating information about a patient among healthcare providers. Moreover, outcome-based reimbursements system connects the treatment outcome to the insurance service providers (Snyder, Ornes, & Paulson, 2014). Such systems are essential for the seamless delivery of service.
References
Alabi, L., & Aag, J. (2011). Psychosocial needs and support services accessed by HIV/AIDS patients. Social and Psychological Aspects of HIV/AIDS and Their Ramifications , 12(7): 356-371
Barnard, C. (2013). Protect the integrity and quality of healthcare. Journal for Healthcare Quality, 35 (3): 7-8.
Leenen, H. (2015). Development of patients’ rights and instruments for the promotion of patients’ rights. Journal of Health Law, 3 (2): 105-107.
Linenkugel, S. N. (2012). Fundamentals of strategic planning for healthcare organizations. Journal of Healthcare Management, 43 (1): 97-98.
Platis, C., Reklitis, P., & Zimeras, S. (2015). Relation between job satisfaction and job performance in healthcare services . Procedia - Social and Behavioral Sciences, 175 : 480-487
Snyder, K., Ornes, L. L., & Paulson, P. (2014). Engaging patients through your website. Journal for Healthcare Quality, 36 (2): 33-38.
Williams, S. B. (2016). Strategic plan for maximizing shared savings in accountable care organizations. Journal of Healthcare Management, 61 (4): 261-270.
