Human Resource Job Proposal Jennifer Franks Rasmussen College HSA5500CBE Section 01CBE Healthcare Leadership and Human Resources (11 Weeks) - CBE - 2021 Fall Quarter Lynne Croteau October 12, 2021 Wynn Regional Medical Center Memorandum To: John Doe, CEO Wynn Regional Medical Center From: Jennifer Frank’s, Vice President of Human Resources Date: October 12, 2021 Subject: Hiring proposal for HR Director Brief Overview of the Case Scenario  The Human Resource Director t the Wynn Regional Medical Center (WRMC) resigned recently. The resource department notified the hospital. Surprisingly, it was not long before the previous Human resource director also left. The vacancies affected the HR department greatly as some pending policies and strategies were still to be implementing. The hospital will most likely experience a crisis as some positions are still vacant for months as the leadership skills and knowledge required are lacking. Using a descriptive strategy to help in the recruitment, training, and succession plan would help solve the human resources problem and staff shortage.                                                                     Recruitment Hiring a new HR director would be the first step to undertake. A qualified HR director would resolve the issue that is affecting the human resource department. The recruitment phase involves three phases. First, the preparation consists of setting up the required skills before posting it as a vacant position. Next is a shortlist of applicants to look at during the selection process, and lastly, choosing the right candidate. For starters, the HR directors should have a certified bachelor's degree in human resource management. They can encourage health researchers, managers, policymakers, and other institutions' experience to complement the qualification.  Qualifications · As for the skills, they should have good communication skills, organization skills, budgeting, decision-making, development, and training skills. They should be able to sit for a prolonged time at the desk and work on the computer Study the relationship between HRM practices, policies, and systems and staff performance. The candidates should clearly state these requirements in their cover letter Must be able to adapt to the organization's needs. To advertise the vacancy, we could consider promotion from within the organization[LC1], use social networks like LinkedIn to connect to HR professionals or ask referrals from employees for people they think could qualify for the positions (Hu, 2014).                                                                 Training Training is a crucial requirement to ensure that the employees understand their responsibilities and duties. While training, one should consider topics that would be the most relevant. The training intends to impact new skills to the person that will help them handle the different c ...

1. Human Resource Job Proposal
Jennifer Franks
Rasmussen College
HSA5500CBE Section 01CBE Healthcare Leadership and
Human Resources (11 Weeks) - CBE - 2021 Fall Quarter
Lynne Croteau
October 12, 2021
Wynn Regional Medical Center
Memorandum
To: John Doe, CEO Wynn Regional Medical Center
From: Jennifer Frank’s, Vice President of Human Resources
Date: October 12, 2021
Subject: Hiring proposal for HR Director
Brief Overview of the Case Scenario
The Human Resource Director t the Wynn Regional Medical

2. Center (WRMC) resigned recently. The resource department
notified the hospital. Surprisingly, it was not long before the
previous Human resource director also left. The vacancies
affected the HR department greatly as some pending policies
and strategies were still to be implementing. The hospital will
most likely experience a crisis as some positions are still vacant
for months as the leadership skills and knowledge required are
lacking. Using a descriptive strategy to help in the recruitment,
training, and succession plan would help solve the human
resources problem and staff shortage.
Recruitment
Hiring a new HR director would be the first step to undertake. A
qualified HR director would resolve the issue that is affecting
the human resource department. The recruitment phase involves
three phases. First, the preparation consists of setting up the
required skills before posting it as a vacant position. Next is a
shortlist of applicants to look at during the selection process,
and lastly, choosing the right candidate. For starters, the HR
directors should have a certified bachelor's degree in human
resource management. They can encourage health researchers,
managers, policymakers, and other institutions' experience to
complement the qualification.
Qualifications
· As for the skills, they should have good communication skills,
organization skills, budgeting, decision-making, development,
and training skills. They should be able to sit for a prolonged
time at the desk and work on the computer Study the
relationship between HRM practices, policies, and systems and
staff performance. The candidates should clearly state these
requirements in their cover letter Must be able to adapt to the
organization's needs. To advertise the vacancy, we could
consider promotion from within the organization[LC1], use
social networks like LinkedIn to connect to HR professionals or
ask referrals from employees for people they think could qualify
for the positions (Hu, 2014).

3. Training
Training is a crucial requirement to ensure that the employees
understand their responsibilities and duties. While training, one
should consider topics that would be the most relevant. The
training intends to impact new skills to the person that will help
them handle the different challenges they are likely to face
while on duty. In our case the staff shortage at the hospital.
Training the Director equips them with skills and knowledge on
handling difficult situations that arise at the hospital and help
run the department smoothly. The training will minimize the
rate at which the HR directors are resigning. I would
recommend a one-week seminar that will be interactive with
well-established HR directors from other firms. They will
understand some of the challenges that other firms face and how
they cope with the issues. One week will be enough as we will
need the HR's skills immediately as the current situation is
alarming. The HR director is the organization's ambassador as
everyone in the institution looks up to them to guide the various
roles. The essential skills they need to learn are leaders hip care,
development, organization, decision making, and
communication skills. ( Blouin et al. 2006)
Leadership involves recruiting staff, solving administrative
issues, implementing the regulations, and ensuring the safety
and care of patients. Leadership skills will be employed while
retaining and recruiting hospital staff, handling compliance,
performance evaluation, and making security safety and
sanitation of the facility and work environment. The HR
manager can develop plans that keep up with the new trends that
improve healthcare quality through development skills. In
addition, they can create training sessions to build leadership
and management in various departments.
Succession plan.
A succession plan involves identifying a crucial post within the
firm and supporting a team member for a future role. The
succession plan ensures that the succession and management of
the organization are not affected. For a succession plan to be

4. successful, it needs to be put in place at best a year before.
Every organization needs to have a succession plan. It serves
the following purposes. One is acts as a guarantee to
stakeholders that the organization is not likely to collapse due
to the lack of a crucial leader. Two, successors minimize extra
costs the company expects to have while looking for a
replacement in the case of sudden resignation[LC2]. I would
suggest the vice president of the human resource be the
successor to the HR director. The vice president should be the
successor because they share the same role, and since they work
hand in hand through time, the vice will have gained enough
experience to manage as the Director. (Estedadi et al. 2015)
[LC1]Why would you consider them? Would you reach out to
them to see if ey want to come back?
It is unclear why the vice president should be the successor.
[LC2]This is the word for word from 5 Reasons You Need
A Succession Plan

5. References
Blouin, A. S., McDonagh, K. J., Neistadt, A. M., & Helfand, B.
(2006). Leading tomorrow's healthcare organizations: strategies
and tactics for effective succession planning. JONA: The
Journal of Nursing Administration, 36(6), 325-330.
Estedadi, E., & Hamidi, K. (2015). The importance of
succession planning in organizations. Advanced Social
Humanities and Management, 2(3), 41-47.
https://medijobs.co/blog/5-essential-skills-every-hr-medical-
manager- needs/#.YWhxp_nMI2w
Human Resource Job Proposal
Jennifer Franks
Rasmussen College
HSA5500CBE Section 01CBE Healthcare Leadership and
Human Resources (11 Weeks) - CBE - 2021 Fall Quarter
Lynne Croteau
October 12, 2021

6. Wynn Regional Medical Center
Memorandum
To: John Doe, CEO Wynn Regional Medical Center
From: Jennifer Frank’s, Vice President of Human Resources
Date: October 12, 2021
Subject: Hiring proposal for HR Director
Brief Overview of the Case Scenario
The Human Resource Director t the Wynn Regional Medical
Center (WRMC) resigned recently. The resource department
notified the hospital. Surprisingly, it was not long before the
previous Human resource director also left. The vacancies
affected the HR department greatly as some pending policies
and strategies were still to be implementing. The hospital will
most likely experience a crisis as some positions are still vacant
for months as the leadership skills and knowledge required are
lacking. Using a descriptive strategy to help in the recruitment,
training, and succession plan would help solve the human
resources problem and staff shortage.
Recruitment
Hiring a new HR director would be the first step to undertake. A
qualified HR director would resolve the issue that is affecting
the human resource department. The recruitment phase involves
three phases. First, the preparation consists of setting up the
required skills before posting it as a vacant position. Next is a
shortlist of applicants to look at during the selection process,
and lastly, choosing the right candidate. For starters, the HR
directors should have a certified bachelor's degree in human
resource management. They can encourage health researchers,
managers, policymakers, and other institutions' experience to

7. complement the qualification.
Qualifications
· As for the skills, they should have good communication skills,
organization skills, budgeting, decision-making, development,
and training skills. They should be able to sit for a prolonged
time at the desk and work on the computer Study the
relationship between HRM practices, policies, and systems and
staff performance. The candidates should clearly state these
requirements in their cover letter Must be able to adapt to the
organization's needs. To advertise the vacancy, we could
consider promotion from within the organization[LC1], use
social networks like LinkedIn to connect to HR professionals or
ask referrals from employees for people they think could qualify
for the positions (Hu, 2014).
Training
Training is a crucial requirement to ensure that the employees
understand their responsibilities and duties. While training, one
should consider topics that would be the most relevant. The
training intends to impact new skills to the person that will help
them handle the different challenges they are likely to face
while on duty. In our case the staff shortage at the hospital.
Training the Director equips them with skills and knowledge on
handling difficult situations that arise at the hospital and help
run the department smoothly. The training will minimize the
rate at which the HR directors are resigning. I would
recommend a one-week seminar that will be interactive with
well-established HR directors from other firms. They will
understand some of the challenges that other firms face and how
they cope with the issues. One week will be enough as we will
need the HR's skills immediately as the current situation is
alarming. The HR director is the organization's ambassador as
everyone in the institution looks up to them to guide the various
roles. The essential skills they need to learn are leadership care,
development, organization, decision making, and
communication skills. ( Blouin et al. 2006)

8. Leadership involves recruiting staff, solving administrative
issues, implementing the regulations, and ensuring the safety
and care of patients. Leadership skills will be employed while
retaining and recruiting hospital staff, handling compliance,
performance evaluation, and making security safety and
sanitation of the facility and work environment. The HR
manager can develop plans that keep up with the new trends that
improve healthcare quality through development skills. In
addition, they can create training sessions to build leadership
and management in various departments.
Succession plan.
A succession plan involves identifying a crucial post within the
firm and supporting a team member for a future role. The
succession plan ensures that the succession and management of
the organization are not affected. For a succession plan to be
successful, it needs to be put in place at best a year before.
Every organization needs to have a succession plan. It serves
the following purposes. One is acts as a guarantee to
stakeholders that the organization is not likely to collapse due
to the lack of a crucial leader. Two, successors minimize extra
costs the company expects to have while looking for a
replacement in the case of sudden resignation[LC2]. I would
suggest the vice president of the human resource be the
successor to the HR director. The vice president should be the
successor because they share the same role, and since they work
hand in hand through time, the vice will have gained enough
experience to manage as the Director. (Estedadi et al. 2015)
[LC1]Why would you consider them? Would you reach out to
them to see if ey want to come back?
It is unclear why the vice president should be the successor.
[LC2]This is the word for word from 5 Reasons You Need
A Succession Plan

9. References
Blouin, A. S., McDonagh, K. J., Neistadt, A. M., & Helfand, B.
(2006). Leading tomorrow's healthcare organizations: strategies
and tactics for effective succession planning. JONA: The
Journal of Nursing Administration, 36(6), 325-330.
Estedadi, E., & Hamidi, K. (2015). The importance of
succession planning in organizations. Advanced Social
Humanities and Management, 2(3), 41-47.
https://medijobs.co/blog/5-essential-skills-every-hr-medical-
manager- needs/#.YWhxp_nMI2w
Human Resource Job Proposal
Jennifer Franks

10. Rasmussen College
HSA5500CBE Section 01CBE Healthcare Leadership and
Human Resources (11 Weeks) - CBE - 2021 Fall Quarter
Lynne Croteau
October 12, 2021
Wynn Regional Medical Center
Memorandum
To: John Doe, CEO Wynn Regional Medical Center
From: Jennifer Frank’s, Vice President of Human Resources
Date: October 12, 2021
Subject: Hiring proposal for HR Director
Brief Overview of the Case Scenario
The Human resource director at the Wynn Regional Medical
Center (WRMC) resigned recently. The resource department
notified the hospital. Surprisingly, it was not long before the
previous Human resource director also left. The vacancies
affected the HR department greatly as some pending policies
and strategies were still to be implementing. The hospital will
most likely experience a crisis as some positions are still vacant
for months as the leadership skills and knowledge required are

11. lacking. Using a descriptive strategy to help in the recruitment,
training, and succession plan would help solve the human
resources problem and staff shortage. Comment by Lynne
Croteau: Capitalize all proper Nouns. Human Resource
Director.
Recruitment
Hiring a new HR director would be the first step to undertake. A
qualified HR director would resolve the issue that is affecting
the human resource department. The recruitment phase involves
three phases. The preparation consists in setting up the required
skills for the position before advertising the work, the selection
process to shortlist the applicants, and lastly, choosing the right
candidate. For starters, the HR directors should have a certified
bachelor's degree in human resource management. They can
encourage health researchers, managers, policymakers, and
other institutions' experience to complement the qualification.
Comment by Lynne Croteau: Advertising the position.
also, you are missing the answers to these questions: How do
you plan on finding a qualified
Qualifications
As for the skills, they should have good communication skills,
organization skills, budgeting, decision-making, development,
and training skills. The HR managers should engage healthcare
workers in higher practical responsibilities to motivate them
with confidence in their daily duties. The HRM manager should
address health workers' annual increments in remuneration and
performance incentives. Study the relationship between HRM
practices, policies, and systems and staff performance. The
candidates should clearly state these requirements in their
proposals. To advertise the vacancy, we could consider past
applicants, use social networks like LinkedIn to connect to Hr
professionals or ask referrals from employees .for people they
think could qualify for the positions. (Hu, 2014). Comment by
Lynne Croteau:
https://www.ijhsr.org/IJHSR_Vol.9_Issue.1_Jan2019/34.pdf
Comment by Lynne Croteau: what proposals? Comment by

12. Lynne Croteau: Why would you consider them? Would you
reach out to them to see if they want to come back? This is
unclear.
Training
Training is a crucial requirement to ensure that the employees
understand their responsibilities and duties as recruits in the
department. A condition involves selecting a topic relevant to
what the individual will major. It will impact new skills to the
person that will help them handle the various challenges that
they are likely to face while on duty. In our case the staff
shortage at the hospital. Training the Director equips them with
skills and knowledge on handling difficult situations that arise
at the hospital and help run the hospital smoothly. The training
will minimize the rate at which HR is resigning. I would
recommend a one-week seminar with a qualified human
resource trainer. One week will be enough to train them as we
will need the HR's skills immediately as the current situation is
alarming. The HR is the organization's ambassador as everyone
in the institution looks up to them to guide the various roles.
The essential skills they need to learn are leadership care,
development, organization, decision making, and
communication skills. ( Blouin et al. 2006) Comment by
Lynne Croteau: ?? Comment by Lynne Croteau: What will?
Comment by Lynne Croteau: The HR Director will not run
the hospital, they will run their HR department. Comment by
Lynne Croteau: Employees in HR are resigning. Comment by
Lynne Croteau: Where will you get this HR trainer?
Comment by Lynne Croteau: What will be part of the
seminar? What type of training? Comment by Lynne
Croteau: HR Director
Leadership care for the manager involves recruiting staff,
solving administrative issues, implementing the regulations, and
ensuring the safety and care of patients. Leadership skills will
be employed while retaining and recruiting hospital staff,
handling compliance, performance evaluation, and ensuring
safety, security, and sanitation of the facility and work

13. environment. The HR manager can develop plans that keep up
with the new trends that improve healthcare quality through
development skills. In addition, they can create training
sessions to build leadership and management in various
departments. Comment by Lynne Croteau: ? Comment by
Lynne Croteau: This is all paraphrased from this site with no
citation or reference: https://medijobs.co/blog/5-essential-skills-
every-hr-medical-manager-needs/#.YWhxp_nMI2w
Succession plan.
A succession plan is a process of identifying a crucial position
in the firm that would need the institution to consider having
potential stand-by leaders that can take up the role to ensure the
organization's survival. A leadership transition plan year before
is the best. Having external and internal successors makes it
easier for the company to transition even in the sudden
resignation of a critical role. The benefit of a succession plan is
that the company will not undergo the extra cost of starting
from scratch yet the possibility of wrong hiring. A clear
succession plan shows that the organization has proactive
management of the current staff to the invested parties. A
clearly defined and communicated succession plan demonstrates
to invested parties that you proactively manage the current team
and plan for the future. I would suggest the vice president of the
human resource be the successor to the HR director. The vice
president should be the successor because they share the same
role, and since they work hand in hand through time, the vice
will have gained enough experience to manage as the Director.
(Garman et al. 2004) Comment by Lynne Croteau: Where
did you get this definition? Comment by Lynne Croteau:
reword Comment by Lynne Croteau: this was paraphrased
from 5 Reasons You Need
A Succession Plan
Comment by Lynne Croteau: This is word for word from 5
Reasons You Need
A Succession Plan

14. References
Blouin, A. S., McDonagh, K. J., Neistadt, A. M., & Helfand, B.
(2006). Leading tomorrow's healthcare organizations: strategies
and tactics for effective succession planning. JONA: The
Journal of Nursing Administration, 36(6), 325-330.
Garman, A. N., & Glawe, J. (2004). Succession
planning. Consulting Psychology Journal: Practice and
Research, 56(2), 119. Comment by Lynne Croteau: I cannot
open this reference.
Jia, X., Yu, F., Wang, J., Iwanowycz, S., Saaoud, F., Wang, Y.,
... & Fan, D. (2014). Emodin suppresses pulmonary metastasis
of breast cancer accompanied with decreased macrophage
recruitment and M2 polarization in the lungs. Breast cancer
research and treatment, 148(2), 291-302. Comment by Lynne
Croteau: What is this reference?
1
2
APA formatted Title page
Wynn Regional Medical Center

15. Memorandum
To: John Doe, CEO Wynn Regional Medical Center
From: Dr. Lynne Croteau, Vice President of Human Resources
Date: October 30, 2020
Subject: Hiring proposal for HR Director
State your intent of this proposal with an introduction to the
problem and what your plan is to fix the problem (brief: two
paragraphs is fine)
Wynn Regional Medical Center has experienced turnover this
past year in the Human Resource department. …
Recruitment
Plan
Internal Applicants
External Applicants
Advertising
Internal
External
Qualifications
Experience
Education
Preferred vs required
Job Duties
Knowledge, Skills and Abilities
Training
Onboarding
Required by all employees
Specific to this position
Annual?
Continuous?
Trainer(s)

16. Timeframe
Top five training areas
Succession Planning
Discuss what it is!
What is your plan?
Who is going to be on your bench?
How do employees know they can be groomed for another
position?
How do managers get involved
Coaching / mentoring
Interim HR Director
Who will that be? Why?
Conclusion
References