Risk Management Plan in Healthcare

Risk Management Plan in Healthcare Cyrill Hannah A. de Leon Introduction Risk Management is known as the process and system of distinguishing risks, assessing risks and planning approaches to regulate risks. In this growing business industry, risk management plan and business core analyses are essential and integral parts of a business plan. Each company or organisation must be aware of the possible potential risks that may arise within the organisation for it to be prepared if ever an unavoidable problem occurs and discover ways to reduce the effects if ever such problem takes place. There are different types of risks from one business to another. Risk Management plan follows a systematic process. It must describe the strategies of dealing the risks that is particular to the business. Risk Management is essential in scheming, observing and reducing unfortunate events that will impact the business. Each organisation has its own risk management. Healthcare Risk Management provides its own standards in delivering quality healthcare, ensuring patient safety and avoiding unfortunate consequences thus, carrying effective, efficient, and high quality patient care to clients. The Purpose of Risk Management within an Enterprise. Risk Management is very essential in determining the possible problems that may arise in each organisation and for it to be equipped with risk precautions in order to manage and tolerate adverse effects. Quality management has always been important when we speak of the service division. This is specifically true with healthcare. In a healthcare setting, there are numerous risks that are prevalent like risk among the staff, risk among the patients or even risk among the entire organisation. Thus, it is very important for each organisation to have risk managers who will assess, monitor and respond to each risk to minimize exposure of risks that may be a threat to the organisation. As a healthcare provider, our main concern is the safety of our patients. In order for us to deliver the best quality healthcare to our clients, healthcare professionals specifically health care managers must work reactively and proactively to minimize any damage that may occur in the future or prevent any ma lpractice. (The University of Scranton, 2014) The Benefits of Risk Management within an Enterprise Development and implementing of Risk Management is relative in each organisation. It is a continuous process that transpires not only in the beginning but all throughout the entire process itself. The benefits of Risk Management includes: (Grow Indiana Media Ventures (LLC), 2014) Awareness of Risks With the help of risk management process, the organization may be able to assess and identify the potential risks that may occur within the enterprise. In this way, managers may be able to weigh the severity of the risk and provide measures to solve the problem. It is the responsibility of those in higher positions or the enterprise managers to allocate time to it’s staff to let them be aware of the hazardous risks and the corresponding approach. Reduction of Financial Risk Every company’s aim is to gain profit. It is the prerogative of each company to develop risk management plan to evaluate the risk that may affect the market, operational services and other related circumstances. Risk management will also help to better manage the costs and the visibility of risks to the economic condition. It will also aid in the management of financial stability of the company thus avoiding any chance financial instability or worst, bankruptcy. Improved Attention and Communication of Risk This provides a standardised context of risks for all the members within an organization. It is very important that each organization should communicate among every department regarding the status of the company and communicate up from the senior management down to its labor workers regarding risk information within the operations of the company and discuss insights on how to properly manage risks to develop an effective approach to minimize risks. Avoid Future Problems Risk management will enable the company to foresee the possible glitches that may occur in the company. With the aid of risk management, every company will be prepared on how to face these problems and minimizing or reducing financial costs. With this awareness, proper management will be implemented and it’s objective in controlling risks will be observed. Risk management enables to reduce or eliminate financial risk through a cost effective approach and proper intervention with the execution of a contingency plan that will aid in reducing risks that the company shall face. Risk Management Components in relation to the overall role of the Risk Management. Reviewing of Activities and Internal Environment In this evolving world, the healthcare industry faces a number of issues regarding the reform of healthcare. Risk management in the field of healthcare is very important in achieving its goals and objectives and constructing plans in delivering quality healthcare to its clients. Risks in the internal environment of a healthcare institution is observed where standards should be observed in order to ensure the safety of the clients and to avoid jeopardizing their welfare. Risk Management in healthcare organizations focuses on patient safety and ensuring that clients receive the effective and efficient quality healthcare. The following are the risks in the internal environment of a healthcare industry: Machines/Equipments There are certain healthcare facilities that lack equipment or machines due to lack of resources or funds or due to unavailability because of certain damage or defect. The use of defective diagnostic machines may produce unreliable reults. This may jeopardize the treatment process of clients like for example, a patient with pneumonia may need to have an chest xray examination. If the xray machine would be unavailable or is damaged, the treatment process of the client may be delayed due to the inaccessibility of the diagnostics that will support the diagnosis of the disease. Staffing of Personnel In as much as each healthcare provider would like to give the best quality healthcare to it’s clients, it’s is unavoidable that the workplace will be understaffed or overstaffing. But among the two, understaffing would likely affect the services that will be rendered to the clients. Whenever there is a lack of manpower, services are usually hampered and clients may most likely not receive suffer. The hiring of unskilled staff may also jeopardize the safety of clients. It’s the responsibility of the human resource department to properly screen newly hired personnel and provide them with basic training whenever someone will be hired in the company in order to ensure that they provide the best quality care that each client deserve. There are also incidents wherein services may be hampered due to absences of staff from work. Setting objectives Setting objectives for Risk Management: The first step regarding risk management is Risk assessment. Risk assessment should be recorded, systematic and reviewed regularly. In this step, management committee will identify the potential risks that the company will be facing then manage the major risks that will arise. Identifying the risk whether it will just be a minor or major threat to the organisation. Determine what might happen when this potential risk will be observed in the organisation Analyse the level of the risk whether it will just be a minor or better yet a major issue and reviewing the controls into the system and the possible likelihood or the consequences that may occur when the risk will be observed. Evaluate the severity of the risk and then rank the risks. Communication within the organisation is very important because this will give awareness to the people and will enable them to discuss further what are the possible ways of minimizing the risk within the organisation Treat the risks by identifying the options, selecting the best responses, developing risk treatment plans and implementing them within the organisation. In this way, it will give them the assessment whether goals have been met. Event identification There are internal or external events that may affect the risk management plan or strategies. In the healthcare setting, an example of an internal event that may affect the organisation is technical risk. If I will relate it to the healthcare, almost all hospitals use the patient information system in supporting the patient care process through computer based patient records, patient care systems and patient classification systems. This system provides the necessary details in order to properly manage clients according to their specific needs. If for instance there will come a time that the software may fail, this will surely affect the entire organisation. It may affect the function of the organisation in keeping track of the record of the patient. Thus, it is very important that each organisation should not only be reliable to software programs. They must also keep hard copies of each patient record to serve as standby file of their records. In this way, patient care may not be jeo pardized. In the external events, there are uncontrollable situations or events that occur outside the organisation causing a great impact like natural calamities such as floods, earthquakes, fire. These events may affect the organisation in such manner that there will be a great possibility that the staff may not be able to work and the company will suffer because it will lack manpower thus, production may be put risk and profit will be minimized. Risk assessment with particular reference to the impact and likelihood of risk Each organisation follows its own policies and regulations. Orientation of the staff is very important to decrease the likelihood of risk. For example in a healthcare setting, the administration should orient its staff for them to be aware of the policies within the organisation or better yet provide them with seminars, programs and trainings from time to time that will help them increase their knowledge, let them be aware of the up to date changes in the management and let them be equipped with the desired skills in case potential threat may arise in the company. Risk response plans Many organisations implement risk response plans that will help them avoid or control potential threats and apply the necessary risk management controls to a specific organisation. There are different ways on how to respond to specific risks. Few of the following are: Recognition In case of occurrence of any risk, each organisation must be able to accept and recognize the problem. With this, the team will be able to develop proper management plans in order to regulate risks. Control There are always risks in every organization. We know for a fact that it is unavoidable but with mitigation, this will reduce the probability and impact of risk in the organisation by taking some measures by the time the company faces the risk. For instance, companies may organize seminars that will help the team develop project management plans. Prevention In this, risk is eliminated by developing strategies even before the company will face the risk. This will also help in preventing major damage to the organisation. Risk Management strategies identifies external threats along with strategies that will aid in addressing each problem. Control activities Risk Control is the method by which the organisation evaluates the potential losses and takes the necessary action to reduce or eliminate the threat. It involves the implementation of standards and policies and managing procedural changes. Controlling risk management is the solution in maximizing profits in the business. Developing control activities will help in decreasing the risk of business failure and for the accomplishment of goals and objectives. Control activities that will decrease the likelihood of risk includes supervision of the team by the senior management in taking precautions in case a threat may be predisposed in the company. Reporting will also help in keeping the team updated on the latest strategies that will be useful in controlling the risk in the organisation. Information and communication Information and Communication should be observed within the organisation to help the team keep posted on what are the precautions that should be observed in case the company faces a threat. The top management plays a very influential role in the dissemination of information in the enterprise. It is the obligation of the top management to relay the necessary information down to the different departments of the organisation. Communication serves as a foundation in planning, organizing, motivating each team. It can be through verbal or written form such as memorandums, emails or forms. Communication and relaying of information is necessary in moulding the reputation of the organization. Correct dissemination of information within the organization will prompt customers to be loyal with the company and promote or boost the organization’s image and to its customers. Monitoring Monitoring is the process of implementing risk plans, tracking identified risks, monitoring residual risks, identifying new risks, and evaluating risk process effectiveness throughout the project. Regular monitoring enables the management to keep track of the risks and to foresee circumstances making the implementations effective and analysing the results of the plans. This includes the continual measurement and monitoring of risk environment and the performance of risk management strategies. Conclusion Risk management is important in an organisation because without it, a firm cannot possibly define its objectives for the future. If a company defines objectives without taking the risks into consideration, chances are that they will lose direction once any of these risks hit the organisation. Risk management is very essential in each organisation because it will help in preventing loss or even damage to the institution. The risk management plan should propose applicable and effective security controls for managing the risks. REFERENCES Grow Indiana Media Ventures (LLC). (2014). Benefits of Enterprise Risk Management. Retrieved from http://www.insideindianabusiness.com/contributors.asp?id=2148 The University of Scranton. (2014). The purpose of Risk Management in Healthcare. Retrieved from http://elearning.scranton.edu/resource/health-human-services/purpose-of-risk-management-in-healthcare Emergency Care Research Institute (ECRI). (2009). Healthcare Risk Control. Retrieved from https://www.ecri.org/documents/secure/risk_quality_patient_safety.pdf

Adapting Communication for Age of Pupils Essay

When working with children each age group requires a different level of support and also a best way to communicate, communication doesn’t just change on the age of the child but also the child themselves. When working with children in the foundation stage F-1 it is appropriate to speak to children n there level whenever possible this helps the child to feel more comfortable as they haven’t got someone towering over them, also for the adult it helps them to hear the child correctly as younger children are likely to not be as loudly spoken and may lack in confidence. Also another non verbal communication in this age is to use lots of facial expression as children will pick up the meaning of a word or what context it is meant in by facial expression as well as tone of voice. Younger children also benefit from the use of actions to go with words such as having a hand action for hello waving etc. this makes language more remember able to them and easier for them to use. The verbal communication for this age needs to be simple, using words which the child will understand both the meaning of the word and the context it is meant in for example clear instructions are helpful such as â€Å" go and get your coats on, its cold today, they need to be done up, and then line up please† a opposed to â€Å" coats on† the children will not know to do up or line up. Clear tone of voice I also needed and children quickly respond to this if a member of staff has a calm happy tone of voice and changes to a stern tone the pupils are likely to recognise she is upset about something as her tone of voice has dramatically changed. Where as if a member of staff always had a flat tone of voice which doesn’t change children are likely to be less aware or able to pick up on the contexts things are meant as they are unable to relate to the changing of tone. See more:  Mark Twain’s Humorous Satire in Running for Governor Essay In KS-1 pupils have much better language skills and can use more complex words, Verbally I can use more complex words such as time words, and more complex description words when communicating with them light humour is also appropriate as they will be able to understand it. In KS-1 pupils are likely to find it a little unnerving If I were to always speak to them on their level as they are older and may see this as been spoken to like a baby, however eye contact is still important when speaking to them. Hand actions will no longer be needed at this stage, also facial expression is still important but needn’t be as exadrated. As children get older depending on their development they are likely to be able to communicate on a more adult level, exploring language and understanding its context and meaning, using humour and asking questions if unsure of how something is meant. The context of the communication. How I communicate with the CYPs in the settiing will be adapted also to the context in which I am talking for example when in the classroom working with a pupil on a task I will speak in a calm relaxed tone of voice, encouraging them while they do the task, if a pupil had been struggling I may change my tone of voice to a more enthusiastic pitch recognising their achievements. When in a classroom and a pupil might talk whilst the teacher is talking either to myself or another pupil usually saying their name in a stern tone and unsmiling face is enough to get them to correct their behaviour. Whilst in the playground speaking to a pupil on a social subject I can relax use light humour, be interested in what they are saying without asking inappropriate questions. I can use hand gestures and have a more relaxed pose. Communication differences. Pupils depending on their individual needs, preferences may need different communication from their peers for example is a pupil is quiet shy and quietly spoken they may feel more comfortable with the adult to speaking to them in a calm quiet manner whereas a adult being load and confident may make them feel very nervous etc. Pupils who have SEN. may need communication to be different to suit their needs for example if they have additional learning needs they may have difficulty understanding language as well as there peers and need simple language with actions and facial expressions to help them. Pupils with sight difficulties may need more physical communication such as leading around the room by hand or being allowed to explore activity’s by touch. Pupils with a hearing difficulties may benefit from visual aids around the classroom such as school rules such as no running. They may also need adults to repeat things to them if they are unsure and also for adults to always face them when talking to them to enable them to lip read, and speak in a clear load voice. TDA 3.1( 2.3) The differences between communicating with adults, children and young people. The way I communicate with adults and pupils varies depending on the context, however in a professional situation a lot of the communication is the same such as using a calm happy tone of voice, good eye contact and open body language. Some things which are different which may be appropriate for a child but not for a adult such as using a stern tone of voice to discipline a child, wouldn’t be suitable for use on a adult as they are adults and this would cause conflict as it isn’t my place to get them to correct their behaviour, Adults don’t need me to speak to them on their level although in some situations this may be useful for example in a noisy pace to bend down to talk to another adult who is seated. Depending on the age of the child humour used may not be appropriate although as with children as any humour used is likely to be hear by children it will remain light and clear so no one misunderstands its context and also humour must never hurt someone else’s feelings. Hand actions and exadirated facial expressions aren’t needed with adults as they might be benifitual to communicating with children. How to adapt my communication with adults to meet adults individual communication needs. Adults within the setting like children too will have their own needs, preferences when communicating Also their communication preferences may change depending on the situation/ environment they are in for example if a member of staff is outside in a busy playground supervising, they have to supervise the pupils so are unlikely to maintain full eye contact which in some situations may be seen as having bad communication however in this situation the child is paramount and they are putt ing the child’s safety first. Also in a noisy environment they are likely to need me to speak louder and clearly. In a situation where the member of staff may be doing some written work I will approach them quietly so not to disturb them as the written word may be important. Adults may also have a disability or need such as a hearing impairment which will mean I will need to make sure my face is visible when talking to them so that they can lip read, also I would never talk to them across the room but make sure I am stood in front of them when communicating with them, I will also speak in a clear load voice. Managing disagreements with CYP. If I were to become in a situation where myself and a child came into a disagreement I would firstly make sure the child has understood something I said probably by repeating myself and use simpler words. It may be that I may have misunderstood the meaning of something a child said so to confirm I will ask questions to make sure I am clear on the context they meant It in. It may be a achedemic disagreement for example a child telling me they have already read a certain book, I would refer to their home/ school book to check as all books children read are written down. Most disagreements via myself and a child can easily be resolved either by clarifying meaning, they might not have meant what they said in that manner , or if its about their school work I can check with the teacher or through any written records the school has that are relevant. In my setting I will have to maintain professional communication even if I disagree or experience any conflict with another adult. I would keep this unobvious to the pupils within the room instead dealing with the issue outside of the classroom at a appropriate time i.e. in the staffroom at a designated break time. I feel that in most instances I would be able to solve the issue with a verbal open conversation with the other adult explaining to them what I am unhappy about and why. However if the incidence was serious where the other member of staff showed a misconduct of practise i.e. racism poor health and safety etc. I may feel it appropriate to consult the head teacher of what has happen/what I have witnessed. I will refrain from criticizing the member of staff myself. In a more serious event I may be asked to write down what I have encountered if the head teacher needs to seek advice take the incident to the school governors or local authority. TDA 3.1 (3.2) An explanation of the importance of reassuring CYP and adults of the confidentiality of shared information and the limits of this. As part of safeguarding I in some cases am required to break any confidentiality if the information may mean a child is in potential harm or at risk from harm. Any disclosures from children concerning adults both within and outside of the school setting have to be reported to help risk to be assessed and prevented. In the case of adults it may be they a adult has concerns over another adults practise maybe due to a action taken by the adult , their mental health at a certain time or something a child has informed them off. When hearing any concerning information I will always firstly reassure the information giver that they have done the correct thing, I will them tell them that I cannot keep it to myself but will have to tell a appropriate person however it wont be told to anyone just the people who need to know. It is important that I tell them this so they don’t think of me a misusing their trust, or doing something to upset them, they need to know that the children’s safety comes first and any information that is passed on is done so only to protect them and only the relevant people will be told about it.

Work in partnership

Work in partnership in health and social care or children and young peoples settings. Explain the Importance of partnership working with: Colleagues Other professionals Others Working in partnership with other colleagues and professionals is detrimental in being able to provide a service fit for need as It helps promote team working which I believe motivates a team to work well and excel them. It also helps every person involved in providing the service aware of all obstacles that could arise and any outcomes to achieve or have been achieved.Within a children's setting it can also elf build positive environments for children to be in and this would help a child or young person settle better into a new environment so that you are able to assess a person or child and manage tasks efficiently. It helps creates a safe environment to share Information as nearly all professionals update themselves with technology, information can now be sent password protected Vela a encrypted system which deters others from being able to access a person's private information by a secure connection.Sharing information about a person can help the smooth running of a arrive as it enables all involved to be fully aware of each person's position and remit and allows others to know who to approach for feedback or guidance. Working In partnership with others I. E. Family members or careers helps with the smooth running of a service, as family members hold a lot of Information past and present about a person which can be used to build a care plan. Family are often keen to assist with service provision for a person and by working in partnership with them it creates positives relationships.You can put a person's mind at ease with regard to the level of support a person may need. If it is a child or young person a parent or guardian would need much reassurance to know that they are leaving the child In safe capable hands therefore It Is Imperative that pre assessments are carried out. We have in the past used an informal interview process for new services for a person who may have either complex or long term needs I. E. A waking night service. We would before the service is due to start we would set up an informal meeting at the clients home and arrange for 3-4 people to go and meet the client their family or NOOK.This would allow them to put any questions forward and explain specific tasks ND how they should be carried out. It also helps as when the service does start the person coming to assist Is not a stranger. This In turn helps a nook, guardian, parent or family member enjoy their respite without fear of the person not being able to manage. This has worked well on many occasions and this is something we intend to keep as a way of matching the correct care support assistant to the person who needs support.Partnership working can help to deliver better outcomes for all health and social care professionals from a commissioning, performance management, service delivery and arrive improvement purpose. As we move forward with new legislation and processes it is important to deliver person centered care. This means we need range of expertise, knowledge and experience in order to deliver the best possible service for an individual. From the outset we are able to use the information gathered from social worker assessment, hospital discharge letters care plans and risk assessment to produce a plan tailored for a specific person.For example we currently have client who requires support from a team of Care Support Assistants, District Nurse Teams and mental health community team. By working in partnership we are able to get up to date information and guidance on the person's condition and how to manage it from a professional point of view. We work well with arranging our service delivery around the schedule for the District Nurse's therefore we book out daily visits either before or after their due to attend for two reasons.We found that when we attended for a review meeting and there were too many people in the property this caused panic and distress to the service user it was agreed by all that any visits would be made by appointment only and by 2 people maximum, also due to the high demand ND limited resources District Nurse teams have, it worked well by planning our visits to a different time to their arrival so that they were not kept longer than they needed to be and vice versa for our staff.There is a Joint log book left in the property for any concerns or follow up actions to be taken and this is signed once the action has been acknowledged or completed. We worked with the service user to make this plan to minimize disruption and undue distress to him as by not following this plan could lead to a setback in his recovery which in turn would mean outcomes would not be met. Therefore in this instance and for most it shows that partnership working is how we proceed to working to ensure that outcomes are met efficiently and if t his cannot be achieved how we change our methods to enable achieved outcomes.Explain how to overcome barriers to partnership working. There can be many barriers to partnership working and most commonly arise due to a lack of experience, lack of time and a disregard for importance. Others include a lack of trust especially when it comes to children. There are many parents who initially will put a barrier up to professionals as they tend to feel that strangers are miming in to their home to tell them how to be a parent or how to look after their child. A good way of overcoming this barrier is to build a relationship with the family first, listen to the incidents, issues or concerns they have.By supporting them through the crisis/difficult time will build trust within the circle and helps them to make informed choices in a relaxed environment. Acknowledging each other's expertise for example a parent will feel they know their child better than any other person which is correct however a professional will have seen a child similar to the en they have been allocated to many times therefore with their Joint expertise this family unit not to criticism them and this can lead to positives outcomes and overcome barriers in partnership working.For adults it can be easier to break through these barriers especially if it is to support a person who has capacity. By speaking to them to conduct assessments you get to build a good idea of a person's character, need and attitude toward a service. It allows you to build a rapport with someone share stories and common interests if any. This can be relationship building. I recently had this experience with a service. I was contacted privately by a husband and wife who have physical disabilities, they are wheelchair and housebound without assistance.Upon speaking to Mrs. x it was clear she had some bad experiences with other providers. I decided to visit them in their home to get a broader picture of the service they wanted and pro blems they had in the past to try and work out how improve their opinions of care providers. Upon speaking to them it was clear that although they both have medical conditions that reduce their ability to be fully independent they were not totally incapacitated. They wanted to be treated s adults not children or elderly people who were not able to fend for themselves.They had social needs Just the same as those who are fully independent for example going to the cinema and shopping. Mr. x is a keen football fan and liked talking about sports. I believed I had gained some thrust and set about finding the ideal person to provide their service. We have had the service for approximately 1 year and in that time we have had to make changes to care workers who did not work out but the current Care Support Assistant has been with since February 2014 and all communication with Mr. and Mrs. is positive.It is in agreement that planned absences require a second and third person to cover their se rvice and shadowing the regular Care Support Assistant always takes place. By working together closely for those 3 months and investing my time in to rebuilding their opinion I feel I have worked in partnership with them and succeeded in overcoming the initial barriers that were there. Explain own role and responsibilities in working with colleagues. My role as the Service Team Leader/ Registered Manager firstly has a legal responsibility to ensure that everyone who is in receipt of a service is kept safe from risk, harm and abuse.It is my Job to ensure that all staff are fully equipped with knowledge and training to go into the field and demonstrate that they are able and suitable for the role they have been appointed to. It is my role to supervise the office staff to give guidance and support where necessary. Set tasks on week by week basis according to the needs of the business. I take the lead on any complaint or safeguarding referral we may receive and investigate. I am respons ible for the petty cash kept on site and to provide our accounts team each month of the breakdown of money spent.It is my duty to complete supervisions and appraisals for office and lied staff, maintain a good working relationship with local authorities. Providing my seniors with a monthly KIP report. Keep a professional boundary with all staff and service users. These are an example of what is expected of me in my role however I out of hours service on a Rota basis, provide all induction training for new applicants as well as refresher training for existing members of staff. Evaluate own working relationship with colleagues.To evaluate my own work I need to be able to request positive or negative criticism as to how I may have handled a situation so that I can learn from the experience and improve for next time. I need to be able to self evaluate and not Just rely solely on another persons opinion. By doing a self analysis I am able to pick up what my strengths and weaknesses are t o be improved. This can also help with the quality of my work and setting myself targets to achieve to feel a great sense of completion helps motivate me which in turn passes on a positive working environment on to my team to help all of us excel.I feel presently as I am very open and honest with all my staff and my approachable manor I feel that I am able to communicate well my expectations of how I believe the service should be run and this is passed on to field Taft and rarely do I feel I need to display any negative comments on to the team. We communicate by text and email with our field staff and I often send out messages of gratitude to those have worked well over weekends as there are many issues that could prevent a service running smoothly.I feel that by appreciating my staff at any level I have formed good working relationships however there is always a need for improvement. Explain own role and responsibility in working with other professionals. It is my role to build rel ationships with outside organizations such as local authorities, district nurse teams, hospital teams and social work teams. I take the lead with all safeguarding investigations and work with the professionals involved in resolving the issues raised.Although it is my duty to take the lead I expect my office to be able to share the responsibility to an extent for example if I am away from the office for any reason I. E. Annual leave or sickness, I expect the rest of the team to be able to conduct an initial investigation to gather facts and provide a summary of the incident or concern raised so that I can take over on return. I feel that this does not emit the office to one way of working or delay important tasks. It can also help promote personal development to enable a Junior member of staff to gain experience in order to progress either within or outside of our organization.It is my role to attend all contract meetings to discuss possible issues within our service or for feedback to passed back to our staff to give thanks appreciation for something we did well. Evaluate procedures for working with professionals. The procedure for working with other professionals remains the same across the board. Every person is expected to treat all they come into contact with, with respect, e adhered to at all times and personal information is not being discussed with those outside of the professional circle. Information relating to a person or child should be shared on a need to know basis and as agreed.Each professional is responsible for their own department and are expected to deal with matters as they arise within agreed timescales. Professionals are expected to work together to obtain the best possible outcomes in the safest way. Each person has a duty of care to protect those they care for from being subjected to any form of harm or abuse and to port any concerns to a senior person or to a care management team within a local authority. Professional opinions should b e sought from specialist teams before partaking in any task that could potentially cause concern.For example the procedure for reporting any concern or information regarding one of our clients from the local authority is to write a detailed email containing all the facts we have at hand. We then send this to the placements and brokerage email who are regarded as our contact team within this borough. This is sent via a secure website with password protection. They will then forward on to the relevant social work team in order for this to be either recorded or dealt with. We then if need be wait for a response and a resolution to the query and work together to reach an outcome.Analyses the importance of working in partnership with others. It is extremely important to work in partnership with others as every person wants the best level and quality of care for the person they are dealing with, acting on behalf of or have a personal relationship I. E. Parent, child, guardian NOOK. I feel the best outcome sought by all is the wellbeing, safety and happiness of the person or child who requires support. There is also a level of consistency for not only you but for the person or child you are supporting.Children need consistency especially if you are supporting a child who has autism. Children who live with this condition require a huge amount of support. They do not adapt well to change and require routine to help them have a good quality of life and experience. By not working in partnership with others it would not be possible to build and establish relationships, improve service delivery and help the child transition well to an adult. For an elderly person working in partnership helps them have a better quality of life by having a nit of support who know their needs and are familiar to them.By working in partnership it allows every person you support to access to different activities and support. It is also good to surround yourself and your settings with profession als from all backgrounds and groups and to create relationships so you can use, learn and share resources and experience to achieve outcomes. Evaluate procedures for working with others. Professionals. The main requirement is be honest, communicative and detailed in every aspect. It is important to seek consent and permission from the person or a hill guardian, parent or NOOK you are supporting before any tasks procedure or assessment takes place.It is important that you involve others in the care planning process in order to achieve the outcomes as they know themselves or their loved one best to know their strengths, weaknesses and desires to a service delivery. You are expected to treat others with respect and dignity. As part of our pre-employment paperwork all staff office and field base are expected to sign and adhered to the dignity promise. Continued regular monitoring and supervision ensures that others are adhering and receiving all aspects of the dignity promise.That any c oncern raised will be dealt with efficiently and professionally. It is more common for others to become upset and angry and may fall from treating people with respect. However this does not absolve a professional from completing their task, but it does mean that an increased sense of awareness needs to be adopted so that all can remain safe. We previously had a service user that all we was required to do was support him in taking his medication. Unfortunately his wife suffered with Dementia and she would often try and attack staff and make accusation that they were trying make her husband ill.After working with family the service user himself and other professionals it was decided that this call would be attended by two care workers. Although it did not require 2 care workers to support him to take the medication, the second care worker was sent in to distract his wife so that the first care worker could safely support him. This was due to all involved wanting the outcome to be safe . Mr. x was less anxious about the distress it caused upsetting his wife and being concerned for his own health if he did not receive his medication. We continued to monitor this new approach and all feedback was positive.

Hr Field Of Human Resource Management - 1668 Words

HR in the 21st century Introduction: As the business world journeyed into the 21st century, the traditional ways of handling many business aspects slowly drifted away. This â€Å"turn-of-the-century† brought a whole new way of how businesses operate and the departments within. These new ways of the business include the prominence of technology, the ongoing fight for diversity in the workplace, and expansion on globalization. Because these changes also effect the employees within the workplace, this has forced the field of human resource management to change rapidly. Methodology: HR Management in the 21st Century: What’s Ahead? Objective: This paper examines the rapid change in Human Resource Management throughout the 21st century. Human†¦show more content†¦Before posting jobs online, HR teams relied on posting and seeking new employees through newspapers and other kinds of written publications. Since technology has evolved, employers are now using outlets such as social media, online job publications, i.e. Indeed.com, Monster.com, etc., and company websites to recruit. Dr. Richard D. Johnson (2011) writer of Transforming HR through Technology, states that: â€Å"Almost all firms now provide universal access to HR services through technology and web-based applications, dramatically changing the practice of human resource management.† (Johnson, 2011). These new technologies have also cut costs and are more efficient to use. A company is able to access possible candidate’s resumes, cover letters, contact information , and more through online publications and social media cites. This in turn saves money on using traditional form of recruiting such as search firms, temp agencies, and advertising methods. Human Resource departments are usually the holders of sensitive employee information at any company. This sensitive information includes social security numbers, health-related information, legal issues, etc. With technology being more prominent in the Human Resources department, this confidential information is readily accessed in computer systems. Because of the easily accessible documents, HR tries to be as safe and protected as possible when handling employee information with password protection databases