Human Resources Planning, Recruitment & Selection for Clifford Hallam Healthcare - Case Study Example

Running Header: Human Resources Planning, Recruitment &Selection for Clifford Hallam Healthcare Student’s Name: Instructor’s Name: Course Code & Name: Date of Submission Executive summary Our company, Clifford Hallam Healthcare (CH2), deals with the distribution of pharmaceutical together with medical healthcare. It is the largest distributor in the whole of Australia. As a company we are seeking to recruit a National Brand Manager whose primary role would be to manage together with setting up the product offering. He will also be charged with the role of ensuring the profitable sales of CH2 value medical products within all the segments of the company. He/she should be able to exhibit the appropriate skills and experience that will enable the person to offer the best service for the company. This report seeks to look at the methods used to recruit the best candidate and the ethical together with legal issues that emanates from the recruitment process. The Brand Manager is a very important person in any particular organization. This is because for any company to make any meaningful sales it must brand its products in such a way to attract the customers. Therefore the process of filling up this position has to be done in the most professional manner in order to guarantee that the company gets the best talent. In order to get the best among the shortlisted candidate we are going to apply the one on one mode of interview. These will enable us to assess the competent levels of the individual candidates. Moreover there has to devised questions that will be used to gauge the value that the successful candidate will bring into the company. The person has to be of very high moral standards as how conducts himself will have an impact on the image of the company. Contents Contents 2 Introduction 3 Part A 4 Recruitment criteria for the Job 4 Methods of attracting talent 5 Ethical and legal implications of the recruitment decisions 6 Part B 7 Effective and efficient ways to screen candidates 7 Ethical and legal issues of recruitment decisions 8 Conclusion 9 Reference 9 Appendix 10 Introduction Our company, Clifford Hallam Healthcare (CH2), is the leading distributor of medical healthcare together with pharmaceuticals in the whole of Australia. We have a customer base of over 70,000. They include hospitals, residential and community, together with high-end and low care for the aged facilities. We have a catalogue of above 30,000 medical consumables, equipment and pharmaceutical products. The main purpose of this report is to look at suggest the best methods of recruiting the person to fill up the National Brand Manager position. In the first part we are going to focus on the recruitment criteria and the ethical together with legal implications for the recruitment decisions. In the second part we will look at the effective and efficient ways to screen the ethical together with legal issues of the recruitment decisions. Part A Recruitment criteria for the Job Our firm deals with the production of pharmaceuticals, equipments together with medical consumables. We are seeking for a National Brand Manager that will ensure that the products being offered by our company are branded in a way that is appealing to the customers. It is a full time job and the interested candidate must have relevant experience in a mid-senior level in the hospital and health care (CH2, 2012). The ideal candidates required to fill up this position is supposed to possess understanding of Occupational Health and Safety (OH&S), standards and legislation together with risk management. He must also have analytical ability (see Appendix). For any successful production manager, the analytical skills are very paramount (D’Netto & Sohal, 2000, p.157). He should possess speed together with accuracy in data entry. He should also have self initiative and can be able to work with minimum supervision. The ability to manage several projects simultaneously and a very good knowledge in medical equipment is a perquisite for any interested candidate. Methods of attracting talent In the current market, top recruits are very rare, and those candidates who stand out are very much aware of their marketability. The employers should therefore focus highly on the kind of motivation that they offer to their employees in order to attract and retain highly skilled employees (Lees, 2010, p. 57). There are several methods in which our organization has used to be able to attract highly skilled employees. There are several methods of recruitment includes entry level hiring, employee referrals, technology and also through events (Hedley, p.18) The most cheap and efficient way of advertisement is through the internet. The advent of the internet has really changed the way in which advertisement is being done. The application of the information technology has been of benefit to the business because of the low cost incurred together with efficiency it offers in finding the best employee. IT firms have developed systems that over this service of therefore acting as mediators between the companies and jobseekers (Haas, 2001, p. 38). In our recruitment we are going to use the services of the email. The job advert contains an email address. The applicants will send us their curriculum Vitae via the email address. Another method we are going to use is entry level. Many companies in the recent past have come up with very creative ways of accessing talent. They have discovered that the recruitment practices which are systematic for employees at entry level are very effective. This includes activities such as gaining access to college graduates in the future by setting up a brand at the institution so as to indentify the best talent. Some companies resort to going to the places where other companies do not bother going such as those institutions which are not very much known. Employment through Entry Level is becoming popular by the day. This is due to the fact that there is the need to come up with employees who are team players (Bergendahl, 2012, p. 302). Although it is a very popular method of recruitment it is not suitable for high level employees such as managers. Employee referral is also another popular method because it is both cheap and easy. Apart from that it is good because the company is being referred to a possible employee already known by one of their own and he would not refer them to a person who he knows is not competent. The referrer does this in order to safeguard his/ her own reputation with company. Minimum investment is required in coming up with the referral candidates (Beaudry, 2009, p. 47) Ethical and legal implications of the recruitment decisions The use of the internet to advertise and recruit people for the post has the advantage that it is able to reach a wide number of audiences. This means that the number of the applicants will be so many and it will therefore take time to select all the best candidates suited for the job. The geographical location is also not limited for the audience meaning that you can receive applications from all over the global. This makes the sorting out the suitable candidates very cumbersome. Another problem is the process is prone to forgery and giving of false information during the application process. This is because there is no real time verification of the documents. This can lead to coming of list of shortlisted candidates with forged documents therefore leading to time wastage when it is discovered too late in the recruitment process. This has to be addressed inn time in order to ensure the success of this recruitment process. Part B Effective and efficient ways to screen candidates Imagine that the number of candidates that are attracted by the advertisement is in their thousands. This can be very time consuming if we were to decide to interview each and every applicant. Therefore appropriate ways have to be devised in order to make this task less cumbersome. Hence there is the need to screen the candidates in terms of the experience that they have and the academic papers that they posses. The screening should be done in such a way that a person who would have made a good employee is not locked out. During the first stage of screening the level of academic qualification should be used in downsizing the number of the applicants. In order to be left with a sizeable number for one on one interview the number of years of experience should then be used to screen the remaining candidates. The best way for us to be able to get the best employee was one on one. The one on one way is much better screening method of getting the best employee for the company. This is because the nature of the position requires a person of integrity since he will be dealing with the customers directly. The one on one interview was to enable us to be able to identify the full capability of the candidates. Ethical and legal issues of recruitment decisions There are several ethical and legal issues that can easily be encountered in the screening process. This can be discrimination in terms of gender, race, sex orientation, religion, social status among others. From the Discrimination Act 1991 sec 10 it is unlawful for one to carry out acts of discrimination against person when deciding who to employ (Australia Government 1991). This is a criminal offence if it is identified to have taken place during the recruitment process (Bratcher, 2009, p. 39) Lack of proper way of managing the recruitment process can put the reputation of the company at stake. For a company especially in the health sector image is everything. Therefore not appearing as an equal employ can lead a negative image being portrayed to the public. This can lead to the loss of business as people shy away from the company hence reduced profitability or even incurring of losses. Conclusion In conclusion we have seen that there are a number of methods that can be use to recruit the National Brand Manager. In order to make sure we end up with the best candidate the method of attracting and how the screen for the candidates have to be done in a proper way. They should be done in such way that the ethical and legal issues are put into consideration. This will ensure that the reputation of the company is safeguarded as image is everything especially in the health care sector. Reference Australia Government, 1991, Discrimination Act 1991, ‘SECT 10’ viewed 17 August 2012, Beaudry, D., 2009, ‘The International Student’s Guide to Finding a Job in the United States’ Power Ties Journal Vol. 6, no. 6, pp. 45-63 Bergendahl, W, 2012, ‘Entry-level Hiring Projections for Competitive Intelligence,’ The International Journal of Marketing vol. 17, no. 9, pp. 302-350 Bratcher, R, 2009, ‘Ethical and Legal issues,’ The Marketing Review, Vol. 2, no. 7, pp.39-56 Clifford Hallam Healthcare, 2012, ‘Who we are,’ viewed on 17 August 2012, < http://www.ch2.net.au/about/who-we-are > Haas, C., 2001, ‘Impact of the Internet on the Recruitment of Skilled Labor,’ The Internet Marketing Journal, Vol. 2, no.3, pp.38 Hedley, P., 2012, ‘Attracting, Retaining, and Engaging the Best Talent,’ General Atlantic Investors Vol. 8, no.8, pp. 18 Lees, J, 2010, ‘Attracting investment,’ The Smart Guide to Recruitment for Employers. Vol. 6, no. 5, pp. 57-69 Rice, J., 2006, ‘Employment and the Law- Overview,’ Australia Financial Review, vol.5, no. 7, pp.76 D’Netto, B, & Sohal, A, 2000, ‘Changes in the production managers job: past, present and future trends’, International Journal of Operations &Production Management, Vol. 19, no.2, pp.157-181 Appendix National Brand Manager Details of the job Job Type: Full-time Duties: Production Management Industry: Hospital and Health Care Job Description The primary role is to manage and build products that offer profitable sales to the company. He will work hand in hand with the managers in the Business Unit together with the Marketing team in order to promote the range of products. They will also strive to attain target sales together with profit margins. They will also be expected to liaise with the global outsourcing companies, come up with new opportunities and products, pricing, product launches, packaging, supplying among others. He will also be expected to conduct product training to the sales team and the customers. Expected Expertise & Experience Qualifications - School Certificate -General nursing degree holder -Practicing Certificate which is current - Work together with staff at all levels Experience -Health together with Medical experience, especially brand or in the production management -A wide exposure to all things surrounding production management in the scope of healthcare environment -Public speaking in addition to delivering presentations to stakeholders externally and internally Competencies -Should exhibit a thorough understanding of risk management, standards and legislations, OH&S -Analytical ability -Accuracy together with speed in data entry -Ability to be employ effective negations skills in delivering results. -Work with minimum supervision and be able to take initiatives. -Possess deep knowledge in medical equipment and products. -Ability to work with several projects simultaneously. Requirements -should have HR/IR expertise -have a robust interest in law concerning employment -should have the ability to work with people from all walks of life -must possess experience in a senior HR position Viewed, Read More