Human Service Research Institute - Essay Sample

Introduction

The field of human service it very wide in its definition but it mainly focuses on achieving the human needs via the integrative cognitive base, aiming to prevent as well as remedying the problems by focusing faithfully in improving the quality standards of people receiving services in all different areas in different times statistically. Professionals in the human service profession deal with the promotion of improved service systems delivery by not only consigning on the direct service quality but also investigate and follow up on the improvement of the service accessibility, following up on the coordination and accountability of the agencies providing the services and also its delivery (Hasenfeld,2009). A human service profession is to ensure that the service was delivered successfully in all stages to fulfillment.

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The Human Service Research Institute was commonly known as (HSRI) is a company in Cambridge, MA which is a nonprofit institution and it was founded in 1976. The company helps in building support to both the community and the government through the policies, research, demonstrations, and collection of data that support the necessities of the people that rely on human services. This company has data entry and conducts a census to ensure that all the needed people are covered. To ensure efficiency the standard development is represented national wide by a coalition board that is all round in terms of categories of needs. The titles of the professionals dealing with the human resource very much due to different areas of service; there are those that deal with people with disabilities, mental institutions, and community health centers, correctional institutions, family, youth and baby service agencies, drug, violence, age and alcoholism programs (Friedman, 2005). In all these service areas the professional titles and services and duties of the professionals vary in a big range.

The following are the cognitive knowledge needed for competence by professionals in human service. Work setting, the population of the clients being served as well as work level organization changes the preparation and training needed in a work frame. The first is to understand the nature of human systems, the main interactions of the society, groups and the organizational. All the workers have to understand how the policies are set, the group organizations and the social system interactions that produce human problems. The workers also need to have knowledge and understanding of the causes and also the models that are helpful in solving the problems, the rehabilitation, and treatment to promote healthy functioning. The workers also should have the skills needed in the selection of interventions that will make sure that the target goals are achieved, this is done through analysis and creation of strategies. The interventions require assistance, advocacy, referral, and counseling. The next stage is expertise planning, intervention planning, and evaluation. The workers create plan designs for problem identification and plan implementation which is done systematically. Identifying and implementing is very crucial. Persistent behavior in intervention selection which is compatible with the values of the individuals, clients or the organizations that have employed the professionals of the human service. This batch involves the ethical awareness of human service and respecting the values of the client in achieving the goals. Lastly, the professionals need the process the skills that are required to plan and implement the services. The worker is the tool for the work or service needed or being provided (Borry, 2016).

References

Hasenfeld, Y. (2009). Human services as complex organizations. Sage Publications.

Fixsen, D. L., Naoom, S. F., Blase, K. A., & Friedman, R. M. (2005). Implementation research: a synthesis of the literature.

Getha-Taylor, H., Blackmar, J., & Borry, E. L. (2016). Are competencies universal or situational? A state-level investigation of collaborative competencies. Review of Public Personnel Administration, 36(3), 306-320.