Human Resources Plan For An Urgent-Care Clinic


Human resource management refers to a systematic and strategic approach, to manage workers, in a manner that would maximize their contribution and motivation towards meeting the objectives an organization. A human resource plan refers to a departmental document that sets out programs, which are needed in the subsequent years in an organization. This is done with the intention of assisting an organization in attaining its objectives and missions, via a systematic implementation and design of HRM programs. HRM main programs include staffing, recruiting and retention, benefits and compensation, development, and workers retentions. It involves all compensation, career development and hiring activities, as well as all activities of personnel management. This paper focuses on developing human resource plan for urgent care unit. The plan will focus more on staffing, recruitment, compensation, retention, and development of urgent care workers.

Staffing Plan

Staffing refers to a systematic process that is used to guarantee that an organization contains the right number of employees, with the factual skills needed to fulfill needs of the urgent care unit. This implies that the HRM will need to effectively evaluate the job requirements of all sections of operation in an urgent care unit, to develop an accurate and reliable job description and job requirement lists. The job requirement list will include the needed abilities, knowledge and skills, needed accreditation, needed level of experience, as well as licensure. The HRM will also be able to assess the organization capacity and work intensity of every section, to be able to define the number of workers needed to operate in a specific unit. Staffing plan will also include fair considerations in the employment, to avoid illegal applicants screening (Borba & Appeal, 2012).

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It will also involve assessing the skills of the current employees, determining current workers turnover trends, and the business trend. Business trend involves the analysis of internal adjustment that include downsizing, demographics and work shifts, and external factors that include legalization, and mergers and acquisition. This information will assist the human resource department in noting the organization workers surplus and deficiencies, as well as making prediction of the need of recruitment and staffing in the future. This process ensures that the organization has evaluated and effectively considered all recruitment aspects needed in each section of urgent care center, to ensure the provision of enough workers as per the need. A comprehensive record of available workers in the unit compared to needed workers will be kept to ensure replacement or addition of staffs is done without delays (Borba & Appeal, 2012).


Recruitment is a process of hiring new or more workers in an organization. It involves the identification of the areas of workers deficiency, determining the main targeted source of new workers, and advertising the positions. Recruitment happens due to workers turnover, or expansion of the organization in terms of capacity or structural development (Nordic Council of Ministers, 2014). In this case, the HR willidentify the areas that require more workers and advertise the positions. The department will choose different forms of advertisement based on the targeted applicants. The advert must give a clear description of the vacant position in terms of required professional and academic qualifications, experience, and accreditation. It will also guide the candidate on how to apply for the position. Recruitment plan will also include the selection techniques that the organization will use to obtain the best possible candidates for advertised position. The selection process will make use of elimination method to ensure that only the best candidates are selected for the interview. The most eligible candidate based on the interview performance will be recruited to fill in the vacant position.


Retention is a human resources process that focuses on reducing workers turnover in an organization. Staff turnover is a necessary and natural process in healthcare organization. Nevertheless, when staff turnover attains high level, it can result to negative effect on care quality and cost in recruitment and training. A healthcare organization should thus develop an improved workers retention technics. Some of the techniques that an organization should employ to enhance retention include defining competitive workers compensation. The compensation should be matched with what is in the market, and sometimes slightly above the market price to increase the organization competitiveness. A good retention plan should offer more than workers basic salary and more than benefits defined by the government. The organization needs to have attractive workers benefits, which include paid holidays, more attractive retirement plans, study scholarships, and more favorable medical insurance for the workers, as well as medical leaves (Kallander et al., 2013).

The HRM should also ensure a favorable working environment. This includes provision of all the required resources and facilities to enhance work efficiency. Effective work scheduling with reasonable staff-patient ratio will be very essential in ensuring manageable work load, especially among nurses. The retention rate is also determined by the organization culture, which determines workers behavior and the interaction between workers and the management (Human Resources, 2015). Open communication will be one of the best strategies that an organization can employ to enhance early detection of problems that may influence turnover. Open communication also enhances good relation in an organization, and the collaboration process which is highly important in healthcare organization. The work environment also determines the level of workers motivation and commitment. Poorly motivated workers are likely to leave the organization compared to highly motivated workers. The organization should consider enhancing workers job satisfaction level by checking on all human resource aspects that determine workers level of commitment. This also includes definition of workers development plan and motivation (Nordic Council of Ministers, 2014).

To enhance effective retention, the human resource department will need to conduct close monitoring of the employees turnover, recording the main course of employees withdrawal from the organization. The organization should record all the causes and the number of workers influenced to leave the organization. HR department should consider using the identified problems to define possible measures to resolve the identified causes of high turnover. This will assist in reducing the rate of high turnover and enhance the organization retention rate.

Urgent-care mostly involves reporting of serious cases including accident cases and other medical issues that need urgent care to save life. Handling urgent traumatizing cases may increase the level of professional compassion fatigue and burn out. Enhancing workers motivation and efficiency in this case is very important in enhancing retention. The organization need to define workers care programs, which will assist in fighting daily work related stress and to restore workers energy. This can be done by employing free workers counseling center, or/and physical fitness center. This promotes self-rejuvenation among the employees and reinforces their working strength and morale. Proper workers care and effective caring for their needs increase their personal value. Feeling valued increases workers attachment with the organization, promoting their ability to remain committed in an organization, and it can therefore be used to reduce workers turnover or to increase retention (Khan, Rajasekar& Al-Asfour, 2015).

Workers Development Plan

Employees’ career development plays an essential role in inspiring the organization’s component of human capital. Career development is being used strategically to influence organizational talents, and to retain and attract workforce component. Right form of workers management strategy entails sustaining success via generation of the right organization by utilizing insight on leadership, culture and talent. According to Khan, Rajasekar and Al-Asfour (2015), building talents needs an organization to implement the right form of career development practices, so as to offer chance for workers to grow and learn. Most organizations useworkers development plan to promote personal and team development in an organization. Workers development plan refers to the assessment of the skills and knowledge of the existing workforce, linked to the expectedskills and knowledge of the future workforce, to ensure that it meets the organization objectives and goals. Some of the strategies that the organizations used to enhance workers development in healthcare organization should start immediately after recruitment.

Orientation training should be given to all new organization employees. This is offered to the new organization’s workers to assist them in understand the organization behaviors, culture, policies, goals and missions. The training also assists in familiarizing the new employees with the work environment, which includes the available facilities and resources, and how these resources are effectively used and shared to enhance efficiency.Workers development can also be promoted by conducting regular workers training in the organization. This can be based on changes of urgent-care technology, integration of new technology with health care operations, and introduction of new evidence-basedpatient care methods, for specific situations among others. Regular leadership workshops can also be scheduled in the organization to help in the development of workers leadership and management skills in specific units of operation in urgent-care center. This can be done to prepare for succession or to enhance workers judgment and decision making ability, at their respective units and level of operation (Niles, 2012).

The organization should also promote individual growth by providing regular appraisals, improvement recommendations and/or rewards for noted improvements. The organization should consider conducting workers appraisal after every six months. The appraisal will check on individual medical error, patient outcome, patient satisfaction, level of safety, quality of care, cases of negligence, and general efficiency in conducting relevant medical procedures. The appraisal should also check on individual leadership skills, ability to work in a team, and to make effective contribution in defining solution to critical problems. The appraise will recommend on things that an individual should improve on, and also assist in defining new training that workers may need to improve proficiency in their specific areas of operation.

To enhance individual professional growth, the organization will provide study leave to those who need them. Paid study leaves should be provided to those who demonstrate good consistent performance or consistent improvementfor a period of three years. The scholarship will also be provided based on the condition that the beneficiaries will return to the organization and work for at least two years after the graduation. Study scholarship should also be given as an award for exceptional performance in an organization. This will be measured based on individual ability to handle critical tasks effectively without any medical errors. This will enhance individual career development in the organization. Promotion and salary increment should be provided to those who fight to advance their career and general performance. This is likely to encourage personal determination in career advancement among the employees.

Special competitive awards should also be introduced to enhance competitive personal improvement and desire to improve personal performance. For instance, the organization can collaborate with other organizations in the region or with its other branches to introduce competition award for the best nurse, or physician of the year. This award should be given based on specific performance metrics, which an individual must fulfill. The assessment can mostly be based on 360-degree feedback performance assessment technique among other forms of assessments (Niles, 2012).

Compensation Plan

Workers compensation in a health care organization plays a great role in determining workers level of motivation and retention rate. To be able to attract the best talents in the market, a health care organization should consider providing a compensation plan that is slightly above the market price in the industry.  This means that an organization should not only adhere to the set compensation laws of the state and the federal governments, but give far more than that. The organization workers should receive reasonable basic salary, allowances, and benefits. The benefits include health insurance and retirement package. Other than the provided governmental compensation limitations for all workers in the industry, the organization should provide a special medical care packages that covers the employees and all the employees dependents. This should include for example the provision 80% of employee or dependent medical feeas an extra benefit to the employee (Shafer et al., 2013).

Organization should also offer special packages for any work related injuries or infections. In this case, any affected worker should receive normal salary for a period of one year while receiving medication for work related injuries or harm. This can be reduced to equivalent of half monthly salary in case the condition extends beyond one year. The organization should consider creating special retirement program forits employees other than those provided by the government to facilitate the retirement of its employees. It can also consider collaborating with other health care organization unions to promote the life of its workers financially, through provision of pay-slip guaranteed loans for personal investments. Other possible benefits that the organization can provide include paid holidays for all workers once per year, with a holiday package. Financial incentives have also been associated to the improvement of quality of care and administration operations. The organization should therefore consider providing incentives as a way of rewarding employees for work well done. This should be done based on specific measures of performance to be able to offer the benefits to all who deserve the award (Borba& Appeal, 2012).


Growth and performance of any healthcare organization is highly determined by how an organization plan and manage its human resources. This includes recruiting qualified personnel that perfectly fit to the organization and specific jobs positions. This should be followed by employing all possible measures to retain the best talents in the organization. The retention rate is normally influenced by the organization climate, provided compensation, and organization ability to enhance workers development. In this regard, an organization should employ effective workers resources management plan to enhance personal development, high retention and high level of work performance in a health care organization.

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