Healthcare United Organization Recruitment and Selection Policies - Case Study Example

Name Instructor Course title Date A report on recruitment and selection procedures Executive Summary The Healthcare United is a form of organization that intends to recruit the best healthcare staffs. 2010 Healthcare United organization recruitment and selection guidelines seek to solve the problem employment in the healthcare department in the Australia by improving the initially developed 2000 guideline. This report tends to analyze the modification of both the 2010 and 2000 Healthcare United organization recruitment and selection policies and identify differences in the both cases. In the report, some modifications are being recommended to the organization so as to ensure the improvement of the recruitment and selection procedure. Introduction In this report, information concerning the analysis of the recruitment and selection process for the Australian healthcare is discussed and explored in details. As such, this information will be gathered by comparing the 2000 Healthcare United recruitment and selection strategies against the 2010 healthcare united recruitment and selection plans. The Healthcare United in Australia works with one main objective, which is to be the number one in the healthcare professional in the country (STAFSUDD pg. 33). Currently, Healthcare United in Australia hires 1500 healthcare employees in major sites that are Victoria and NSW. As the organization tends to open new offices in Hobart, strategic plans are necessary so as to enhance the success of the plan. The report will focus on concentrating on the key area that are tipped to show dissimilarities in analyzing the two case. The areas to be considered in comparing 2000 Healthcare United recruitment and selection against the 2010 Healthcare United recruitment and selection policy include documentation, personnel involved, time frames, monitoring, evaluation and as well as training. The Healthcare United has developed additional requirement in the selection and recruitment process so as to strengthen the whole procedure of hiring professionals. In particular, for the two sites which are Victoria and NSW. Also, the developments are so as to ensure that the recruitment procedures are timely completed, open and are carried out in a transparent way (Evers, Anderson, & Voskuijl pg. 20). To a better understanding, the developed policies of the Healthcare United are to ensure that the whole process is ethical, and relevant legislations are followed. Findings and discussion Timeframes First, comparing the recurring and selection process used by each organization, one can identify a clear different regarding the time frame that is used in the recruitment selection process (Newton et al. pg. 122). The 2010 Healthcare recruitment and selection organization has a shorter selection timeframe when compared to the 2000 Healthcare recruitment and selection procedures. Research indicates that the 2010 recruitment and selection procedure will take two to three weeks. On the other hand, the 2000 recruitment and selection procedure has a wider recruitment timeframe. The process has an approximation of 35 days that is used in carrying out the whole process of selecting and recruiting new staffs. The reason for the 2000 recruitment and selection process having a wider timeframe is because the whole process takes an estimation of eighth procedures. Each recruitment procedure used at the Healthcare 2000 has a different timeframe henceforth making the whole process take a month and some few weeks to recruit and select new applicants. These procedures include the advertisement process that take 20-35 days, the shortlisting process that take five days, interview procedure that take one to two days for the preparation of the process and the last process is selecting the best candidates for the job, and it take one to five days. Although, the 2000 Healthcare United recruitment and selection process takes a longer a time, into recruiting and selecting applicants the policy is tipped to more accurate and detailed. Therefore, the procedure enables the recruiting policy to hire the best possible healthcare employees (STAFSUDD pg. 23). To a better understanding, this implies that the Healthcare United will have the best HR and henceforth, they will offer quality services to the public. Personnel involved In the two Healthcare United organizations, the personnel’s used for the recruitment and selection process differs regarding the whole procedure and as well the task that each personnel carries out. For the case of 2010 healthcare united recruitment and selection, the personnel used to conduct the whole include the manager and the human resource (HR). Both the manager and the HR are directly involved in the whole procedure to recruit and select health professionals. The policy states that manager is responsible for selecting and recruiting the healthcare staffs whereas the HR will support the decision of the manager. Research conducted by (VPSC pg. 33) shows that in the past years the HR has the responsibility of selecting and recruiting healthcare professionals, but this has been outdated as the researcher claimed that the task of recruitment and selecting employees in the healthcare should be carried out by the manager. On the other hand, 2000 Healthcare United recruitment and selection involves one key personnel that is the HR. In this context, the HR has a variety of responsibility. Contrary to the 2010 Healthcare United policy, in the 2000 policy, the HR analyzes a vacant position, carry out the advertisement procedures and conduct the selection process. However, in the 2010 policy, all the HR responsibilities have been shifted from the HR to the manager (pg. 33). Documentation Documentation in the recruiting and selection procedure is referred to as recording of the recruitment information. Quay, Griffith, Jones (pg. 23) stated that documentation is a crucial task that should be handled appropriately by organizations. In the survey Quay, Griffith, Jones (pg. 23) claims that documentation is vital because useful information regarding the recruitment and selection procedure. For example, interviews and deselection are some of the information that are documented by either the HR or the manager regarding the recruitment and selection process. Comparing the 2000 and the 2010 Healthcare United organization, the documentation process in the recruitment and selection procedure is contrary to each other. Beginning with the 2000 policy, the Healthcare organization documentation tasks are carried out by the human resource manager (HR). As in the 2000 Healthcare United guidelines the HR has the mandate to record any relevant information regarding the recruitment and selection procedure. Also, the HR has the responsibility of checking all the relevant documentation during the recruitment and selection procedure. Contrary from the 2000 recruitment and selection policy, the 2010 Healthcare United organization passed the mandate of documentation to the manager. According to (Newton, et al pg. 144) for the 2010 recruitment policy in the health care to be successful, the manager is given the responsibility of documentation. The whole task of documentation as it is carried out by the manager should is supported by the HR department. The policy claims that the HR department support the manager in finalizing the permission to recruit after the process of checking documentation is completed by the manager. The permission to recruit process is completed by filling a form that requires the HR to working accordance with the manger’s decision. 2010 Healthcare United requires the HR and the manager to complete the recruitment form together. Training and support Report from researchers’ claims that training and support in the recruitment and selection process give the employees an opportunity to expand their knowledge. Though they are both expensive process training and support makes organizations thrive to success (Newton, et al pg. 144). The purpose of Healthcare United 2010 is to get the best trained human resource who are innovative and have improved knowledge regarding technology. As a policy to ensure that the recruited healthcare professionals are well equipped with knowledge and experience 2010 Healthcare United gives the manager the responsibility for the training of the required staffs and supporting documentation. 2010 recruitment and selection policy further indicates that the HR department helps the manager in carrying out the training and support process. Contrast to the 2010 recruitment and selection policy, the task of training and support in the 2000 recruitment process are assigned to the HR. As such, if the recruitment and selection are under the 2000 policy the HR should carry out the mandate of training the required personnel with the help of the manager (pg. 144). Though, it is done in different ways, in either the 2000 guidelines or the 2010 policy, the procedure will benefit not only the selected personnel but also the Healthcare United organization. The organization will get innovative staffs, and it will in turn get the best from the recruited staffs. Monitoring and evaluation Recruiting and selecting professional staff is paramount essential to any organization. This is the final step that the manager, HR and the selected team of monitoring and evaluation conduct in the process of selection and recruitment. Evers, Anderson, & Voskuijl (pg. 43) found that evaluation and monitoring during a selection and recruitment process is important to organizations because it make organizations responds to the selection process. Some of the tasks that the monitoring and evaluation include monitoring the age profile of the selected staffs and gender. Tasks that are done in evaluating staffs to be selected or recruited include evaluating the skills of the workforce and determining the experience of the selected personnel. For evaluation and monitoring procedure, The Healthcare United organization differs regarding the 2000 policy and the newly promoted 2010 recruitment. Each policy gives a different team the responsibility to carry out the task of evaluating and monitoring the selected personnel (pg. 43). For the 2000 Healthcare United organization, evaluation and monitoring procedures are carried out by the HR, who is assisted by the chairperson of the recruitment panel. Additional to this team, recruitment and as well selection under the 2000 guidelines allows a staff member of the departmental related to the job advertised help the HR and the chairperson to conduct the monitoring and evaluation procedure. Unlike the 2000 Healthcare United policy, monitoring and evaluation under the selection of 2010 guideline involve a three personnel who are highly ranked in the organization. The procedure of monitoring and evaluation under the 2010 policy is carried out by the general manager of the organization, the manager and the trained selection panel. In the 2010 selection policy for the healthcare professionals, the senior manager allows the HR and the manager to issue the candidate selected with the permission to recruitment form after the evaluation and monitoring procedure. Research by (Quay, Griffith, & Jones pg. 63) say that the 2010 guideline is reliable on this process. The policy is referred to be much consistent with the monitoring and evaluation procedure as the senior manager approves the whole process. Conclusion To sum up this report, the analysis conducted can be seen vital as one can identify a different issue that are related to recruitment as well selection process concerning the 2000 and 2010 policies. As both policies are contrary different, the Healthcare United organization should ensure that its guidelines and procedures regarding recruitment and selection procedure make changes to the healthcare department. Such changes include the processes such as monitoring and evaluation as the two procedure should be carried out on a regular basis so as to enhance the progress of the organization. Also, the documentation procedures should be carried out more often and done in clearly, and in a precise way. On the other hand, before making any changes in the recruitment and selection procedures, the Healthcare United organization should be aware of the legal rules in making its guidelines and procedures so as not to encounter any challenges in the future. Lastly, the Healthcare United organization should enhance smooth procedures in selecting and recruiting healthcare professionals so as to gain effective employees who will make the organization gain its objective. Recommendations Evers, Anderson, & Voskuijl (pg. 45) a good selection and recruitment process should incorporate both the HR and the manager so as to recruit and effective workforce. After carrying out the analysis the recommended recruitment and selection procedure for the managers and the HR is as follows; First analyze the vacant position This will base the nature of the position. If the position is vacant, the employer should consider whether an employee is required. Considering the whether the role is available the manager reviews the organization’s requirement. The analysis that is best for any identified position should be two to three days. When the vacant is analyzed, the manager should provide the positions description. The estimation timeframe of a good position description is three to five days. To enhance a successful selection and recruitment procedure, organizations should give the manager the mandate of developing position description template. A good position description template should have the following; Title, the objective of the position, Terms of the position and requirement, for example, candidates qualifications. With job description signed by the senior management, it is recommended that the manager should do the advertisement procedure. The advertisement should be done on both internal and external basis. The advertisement should be included in the ten working days in different newsletters or advertised online. The timeframe for an advertisement that is recommended is 20 to 25 days. The other recommendation is that applicant should be shortlisted The process will ensure elimination of disqualified applicants. This involves both the internal and external applicants for the position advertised. In this procedure, several task should be done that include documentation, reading of the applicants resumes and arranging them in a certain order. Then the external and internal applicants selected are shortlisted. The timeframe of this task should not more than five days. With the above procedures carried out, the manager should prepare interview procedures. In the whole process of selection and recruitment interview is the most vital procedure. In this procedure, applicants are assessed concerning their skills, knowledge and abilities. It determines whether to hire or not to hire. The other recommendation in the recruitment process should be checking the reference. The timeframe for this procedure should be one to two days. Reference check procedures include monitoring the applicants’ by calling the applicants referees, ask the important question that concerns the applicant information to the referee. For example, applicants personality. Offer the job After the reference check, the job should be offered to the qualified applicant. The timeframe of this procedure is one to five days. It should be carried out by the manager with the assistance of the HR. Lastly, a manager should give feedback to the unsuccessful applicants. This is essential to the internal applicants. The manager arranges to meet up with the internal applicants in person together with the HR and disclose the reason for the internal applicant not being getting the job. The timeframe of this procedure should be one to two days. Works cited Evers, Arne, Neil Anderson, and Olga Voskuijl. The Blackwell Handbook Of Personnel Selection. Malden, MA: Blackwell Pub., 2005. Print. Newton, Paul et al. 'Exploring Selection And Recruitment Processes For Newly Qualified Nurses: A Sequential-Explanatory Mixed-Method Study' Journal, Adv Nurse 71.1 (2014): 54-64. Web. Quay, Anthony S, Sandra Griffith, and Lloyd Jones. Manage Recruitment Selection And Induction Processes. Chatswood, N.S.W.: Software Publications, 2010. Print. STAFSUDD, A. M. 'RECRUITMENT POLICY VS. RECRUITMENT PROCESS: ESPOUSED THEORY AND THEORY-IN-USE.'. Academy of Management Proceedings 2003.1 (2003): G1-G6. Web. VPSC,. '8. Monitor And Evaluate - Workforce Planning Toolkit: A Guide For Workforce Planning In Small To Medium Sized Victorian Public Sector Organisations - VPSC'. N.p., 2015. [Web at]. 16 Nov. 2015. < http://vpsc.vic.gov.au/html-resources/workforce-planning-toolkit-a-guide-for-workforce-planning-in-small-to-medium-sized-victorian-public-sector-organisations/7481-2/> Read More