From a Human Resources approach, how should I present the need for staffing, training, recruitment, retention, and job function redesign with respect to an Assisted Living Program?
Management of an assisted living facility is extremely difficult in terms of recruiting, training and retaining staff. While positions in an assisted living facility range from administrative to janitorial to emergency medical care and daily nursing requirements, the demands on such facilities are considerable.
Assisted living facilities, of course, are not so-called “nine-to-five” businesses. They are 24-hour-a-day operations with life-and-death responsibilities. They are also, however, relatively low-paying positions with the exception of senior-level medical professionals like physicians and registered nurses, and even the latter category here are not particularly well-compensated except in the more expensive and exclusive facilities. For the purpose of discussion, though, this answer will focus on lower and middle-range facilities, where the difficulties of retaining quality staff are especially prevalent.
A human resources manager for an assisted living facility is expected to act as the main administrative liaison to all departments within the facility, is obviously responsible for recruiting, vetting and hiring personnel, and is generally responsible for measures designed to retain staff. He or she is among the facility’s main connections to the public and should be professionally and emotionally prepared to act as the staff’s main repository for complaints and for responding to requests for transfers and promotions – particularly stressful when such requests are deemed undeserving. Human resources managers are responsible for the proper training of employees, and the preparation of guidance material and rating systems integral to the processes of recruiting and retaining personnel. They are responsible for ensuring the facility’s compliance with all federal and state laws pertaining to the management of such facilities, including those established pursuant to passage of major workplace statutes like the occupational health and safety regulations and those that fall under the Equal Employment Opportunity Commission. In short, the responsibilities of human resources managers in assisted living facilities are vast and, given the legal liabilities and important medical considerations inherent to such facilities, their proper execution are vital.