Scenario: You are a human resource director working in an integrated urban hospi

Question

Scenario: You are a human resource director working in an integrated urban hospital. As a result of ongoing changes in the hiring process at your facility, your VP of HR has charged you with preparing a plan for supervisors to use when they recruit and select health care employees. Before you can prepare the plan, you must first analyze the challenges involved in the recruitment and selection of health care providers. You must also propose strategies to address those challenges. PLEASE PROVIDE REFERENCES: The Assignment In 2 page report to the VP, address the following:

1. Recommend sustainable strategic and tactical approaches to address the challenges associated with internal and external factors that affect recruitment and selection.

2. Describe a strategic approach for each factor you identified and explain how this strategy will help mitigate the potential challenges inflicted by the particular internal or external challenges. Include best practices from other industries (e.g., information technology, hospitality) in your recommendation.

3. Evaluate the efficiency and effectiveness of various recruitment sources and selection methods.

4. Explain how information from other industries can inform recruitment and selection in the health care industry.

5. Identify at least two recruitment sources that the human resource department should use and evaluate their efficiency and effectiveness.

6. Identify at least two candidate selection processes that the human resource department should use and explain which is most effective and why.

Explanation / Answer

Answer:1There are many strategic and tactical approaches to address the challenges associated with the internal and external factors that affect recruitment and selection.

Main challenges associated with internal and external factor are:

1. challenges associated with recruitment process flow totally depend upon the internal HR policies.

2. Increase in the recruitment challenges and complexities with the Size of the firm.

3.Challenges associated with the cost and budget of recruitment and selection process.

4. changes associated with the reputation and image of company in market

5.Challenges related to the age of the firm

6. Employment rate in country.

7.competitors approach and policies.

8.Government policies and labour laws

9.Demand pattern in market.

Approaches to deal with the challenges:

Streamline approach.-To develop the continuous flow of skilled force organisations to deal with the challenges associated with employment rate.

Pre-need approach-To deal with the challenges related to the company HR policies, and demand pattern. Organisations use this approach in which they conduct workforce planning process.

Competitive approach- this approach deal with the challenges related to competitors and Govt. policies.

Employment branding approach. This approach deal with the challenges related to the company image

These are a few sustainable approaches to deal with the challenges associated with the recruitment and selection process.

Answer:2-Strategic approach for each factor identified:

Internal factors:  

1.Internal HR policies-Streamline Approach

2. Complexities with the Size of the firm - Prioritising approach.

3. Reputation and image of company in market- Employment branding approach

4.Cost and budget- Pre need approach

External factors:

1. Employment rate in country-

2.competitors approach and policies- Competitive approach

8.Government policies and labour laws- global approach

9.Demand pattern in market- Speed approach

How these approaches will help-

1.Internal HR policies-Streamline Approach will help to deal with the internal Hr policy related challenges because It provide the continuous flow of the skilled force.This approach enable the HR policy to attract the talent.

2. Complexities with the Size of the firm - Prioritising approach will help in dealing with the size of firm.If manger prioritise the requirement for the positions for which they need to recruit first and later,It will help in dealing with the selection process even if the firm is large scale.

3. Reputation and image of company in market- Employment branding approach helps in developing the good company image in market that helps in recruitment process.

4.Cost and budget- Pre need approach help in planning the requirement related issue in advance.

External factors:

1. Employment rate in country- Global approach help in analysing the employment in country and to deal with the problem of unemployment rate.

2.Competitors policies- Competitive approach help in dealing with the competitors policyThis approach help in analysis the competitors talent and attracting the skilled workers from other competitor companies.

3.Government policies and labour laws- we can deal with these challenges by implementing global approach and evaluate the external forces that has impact on the recruitment policies.

Answer-3- Efficiency and effectiveness of various recruitment sources:

Recruitment sources are divided into two categories

Internal Sources and External Sources.

Internal Sources of Recruitment

Internal sources of recruitment mean when organization hire their employees internally. It is a very significant source of recruitment because it facilitates the organization to develop and make use of the existing resources of organization. Let us discuss more about the efficiency and effectiveness of different internal sources of recruitment.

Promotions-

It means upgrading the position of existing employees on the basis of their performance or seniority This is very significant source as it facilitates to use the internal resource that is a less expensive option and also boost the employees’ moral and motivate them.

Transfers

Transfer means shifting from one job to another job with similar rank, status and responsibilities. This source is also very effective because it avoids the expensive process of sourcing and also fulfil the company’s requirement by effective use of internal staff.

Former Employees

Recruitment of former employees is very convenient, time saving and cost-effective source. Former employees also know their responsibilities of the job. So, no need to provide training.

Job Posting

Organization post the job requirement internally. it is also time saving and cost saving source.

Employee Referrals

It is also a very effective source of recruiting the right person at right position and also very cost effective. It also motivates the existing employees with bonus for referrals

External Sources of Recruitment

External sources of recruitment mean when organization hire their employees externally.These are also very effective and efficient sources of recruitment because it introduces the innovativeness and brings the fresh minds in the company. Let us discuss more about the efficiency and effectiveness of different external sources of recruitment.

Factory gate recruitment

In this organization place a notice about the requirement or vacant position on the notice board. This is very direct, less time consuming and also require less efforts.

Employment Exchanges and employment agencies

This source is also very efficient and does not require extra efforts to hire the unskilled, semi-skilled, and skilled work force.

Advertisements

Organization post vacancies through different print and electronic media It is a very fast process and facilitate with the effective method of screening the right candidates. Though it is an expensive source but where flow of candidate is important This is the best source

Campus Recruitments

Recruitment from the educational institutions provide the fresh minds and innovative ideas in the organizations. It also helps in organization branding.

Efficiency & Effectiveness of employee selection methods:

There are different methods used in the selection process. Let’s discuss about the efficiency and effectiveness of different selection methods:

1.Ability tests:

This method assesses the employees’ ability in direct way. It assesses the Mental ability, reasoning ability, and reading ability of the candidates.

2. Integrity tests:

It helps in assessing the attitude and behaviour, dependability of candidate on the basis of experiences.

3. Personality describing tests: These tests help in measuring the characteristics that lead to develop the candidate.

4. Bio data tests:

This test are effective in Assessing the personal traits and interests, of candidates.

5. Information about the job tests:

These tests help in assessing the ability and knowledge of candidate about job responsibilities.

Answer: -4- Information from other industries can inform recruitment and selection in the health care industry. Healthcare services are limited to the doctors and their services but it includes the structure management staff to perform the different departmental activities such as HR activities, Marketing, Finance, IT and others so, information from other industry can be used by the healthcare sector for their recruitment and selection. Other organizations such as IT sector, manufacturing provide the wide approaches to handle the challenges related to the various recruitment resources and also provide the information about the effective use of selection processes. Health care can use the information in the recruitment and selection of the healthcare IT staff, Hospital employment branding and candidates for hospital public relations and Accounting staff.

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