Selecting and Managing Employees - Essay Example

? Selecting and Managing Employees This paper clearly discusses the of human resource in relation to the health care industry. First, it briefly describes the Mount St. Mary’s Hospital and Health Center in Lewiston New York north of Niagara Falls. This shows how to conduct a recruitment and selection process to fill a registered maternity nurse's vacancy. The research expounds on training and development challenges experienced by registered maternity nurses. It creates an outline for the appropriate remuneration and benefits package for a registered maternity nurse. Finally, this paper states the most appropriate means of managing the performance of the registered maternity nurse who would fill a vacancy at the Lewiston Mount St. Mary’s Hospital and Health Center. Selecting and Managing Employees Mount St. Mary’s Hospital and Health Center opened its doors way back in 1907 as an institution sponsored privately in Lewiston New York north of Niagara Falls. It is grouped as a catholic hospital and was brought to form by St. Francis nuns who had migrated from Buffalo so as to lend a caring hand to the needy and the sick. The sisters of St. Francis handed over guardianship of the institution to the daughters of charity in the late 1990s. In 2000, the daughters of charity united with the sisters of St. Joseph to create ascension health. The organization grew in 2002 when it was added to it the sisters of St. Joseph of Carondelet health system. Ascension health is the most comprehensive non-profit and religious sponsored arrangement in the community. Mount St. Mary’s is inclusive of a child care center, a clinic situated in the inner city of Niagara Falls and a charitable foundation among other facilities and services. Recruitment and selection are processes of immense importance because they entail getting man power that is vital to production in a company. Recruitment and selection processes need to be undertaken at an opportune period while ensuring absorption of highly qualified personnel. Combination of these elements goes a long way in maintaining an organization's success. The best approach in conducting the recruitment process at Mount St. Mary’s Hospital and Health Center is to adapt an orderly and easy-to-apply avenue. The process entails one describing the post they are seeking to fill. They then agree to the panelists that will conduct the selection process. The other is defining of the job description, designing the character specification and deciding on how to advertise the vacant position. This is followed by creating the advertisement for the vacancy, setting time lines for the recruitment process, for example, and the closing date application. The mode of the application process needs also to be determined, for example, hard copy applications or online applications. After applications are made shortlist candidates, conduct interviews and get hold of references. Organize referee check ups as well as perform employment screening in regards to health status and possible criminal record. The final step in the process is to state the commencement date and plan on the induction stage. When a person is describing what post they seek to fill, they should consider what they want from the post they are recruiting for and from the new member of staff they shall recruit. In agreeing to the people that will make up the selection panel, a panel would nobly consist of three people and ideally one should be a direct line manager for the post in question. Others could come from other areas within the organization. A panel three creates a balancing point of opinions and views and exposes a professional image to the persons applying for the position. The panel serves the role of taking charge of checking recruitment details such as job descriptions, advertisements and person specifications adding to the important duties of short listing and interviewing applicants. The job description should outline the departmentalization in the institution, job title, a list of roles and responsibilities, immediate supervisor or manager, which employees that particular post supervises, working hours and remuneration. Designing a person’s specification should compose skills, knowledge, experience, aptitude, qualifications, individual qualities and the requisition for the criminal record and applicable person checks. Many times, the specification of a person is merged to the end of a job description, and is broken down to essential and desirable procedure. This is an effective criterion to follow because it plays a critical role in the stage of short listing applications. Selecting the convenient procedure of advertisement of a vacant post can make or break the recruitment system. One needs to consider who they want to attract for the position and the attractive method they intend to use to reach them. In creating the advert, one needs to include an outline of what the job entails, what the specific organization partakes in, basic elements of the person’s specification, an indication of desirable characteristics, hours of work, payment and other benefits, the location of the job, contract length(where applicable) and how one whose interested can apply for the position. During the application process, the applicants should be provided with the job description, the specification of the person required, details of the place of work including number of places, number of members of staff, how the parents may be involved, opening and closing hours and ownership and management of the organization. It should also include an indication of how long is the recruitment process, an application form where one is being used and details as to whom the applications should be sent. Short listing enables one to interview only applicants who meet requirements for the job. Recommendations are that if no one has applied at this level or that all applicants are unqualified it is better to advertise again the position than to choose from the unqualified lot. Fulton and Lyon (2009) submit that the interview process is one of the most commendable means to match people applying for jobs and the specific job positions. Interviews give the employer a chance to gain knowledge about the applicant as a person and to analyze how that specific individual will fit with the already existing team members. Registered maternity nurses should have appropriate compensation and benefits package. Without competitive remuneration and benefits packages, they will not be motivated to work efficiently. Firstly, the befitting compensation package for the maternity nurse should be $10,000 per month totaling to $120,000 annually. The benefits package follows including the vacation benefits averaging $24.63 per hour. Secondly, sick time benefits should average $24.63 per hour. Third, medical/dental/vision benefits at $500 per employee per month, $200 of free laboratory tests done annually and 100% for obligatory education required in the performance of the job. Then follows the holiday pay benefits for an average of six holidays at approximately $1182.24 per year and retirement plans benefits at $3586.13 per year put one’s tax deferred retirement savings account. Lastly, the social security benefits at $24.63 per hour on annual basis (Pynes and Lombardi 2011). Maternity nurses need to rest as stated by Goodhart (2008). Thus, one of the ways of managing the performance of a registered maternity nurse is by ensuring that they are allocated resting time that is proportionate. Especially for a nurse, they cannot work when tired because the work they do requires them to be particularly alert and a nurse working while tired is a recipe for disaster. Nurses need reasonable compensation packages. Compensation packages are significant ways of managing how employees work and motivating them to work well as they are no longer worried of how to get their basic needs back at home; their compensation packages sufficiently cater to them. The benefits packages walk hand in hand with the compensation packages. It is a significant way of managing how an employee carries out their duties because substantial benefits ensure a happy employee who will work well as compared to no or inadequate benefits that lead to a frustrated employee who works hopelessly. Providing the registered maternity nurse with a pleasant working environment and essential tools and gears of work is also a means of managing their performance. If one is comfortable in the environment in which they work they will work and work effectively. Training a registered maternity nurse manages how they work because they carry out their duties in accordance to procedures they have been taught. Challenges experienced by maternity nurses in training include the fact that it can be stressful, because the process of birthing in itself is stressful and which is their line of duty. Childbirth involves hard circumstances and emergencies that one must be ready to face and can sometimes go without long hours of rest so as to save the lives of the mother and child. The decision to become a maternity nurse is sometimes difficult for training nurses to make due to how fragile the work of a maternity nurse can be. In development, the maternity nurses sometimes do not enhance their skill, for example, by going for more training and this could be detrimental. They may lack time due to how busy their work is or even lack resources to pay for training. Others see the nurses’ remuneration as not sufficient. Experts are not in agreement about the current state of the human resource department within the industry of health care (Fallon and McConnell, 2007). Nevertheless, many agree on various issues first being that human resource has to progress if it is to remain current within the evolving needs of the health care industry. Secondly, human resource within the health sector must get over its traditional ways of reaction and adapt a more aggressive advance. Human resource in health care should reduce undesirable situations in the health care organizations by systematic identification of budding challenges and problems. The next stage would obviously be to avoid those problems and prevent similar ones from occurring in the future. Thus in the end there is the achievement of an efficient organization. Human resource relating to healthcare may be described as the different types of clinical and nonclinical employees designated with the duty of public and personal health intervention. The performance and advantages the system can discharge is reliant a lot on the skills, motivation and knowledge of the people charged with the responsibility of delivering healthcare services. While maintaining equilibrium between the physical and human resources, it is also crucial to maintain a suitable mix between various kinds of health caregivers and promoters to ensure the blossoming of the system. The relation between health care and human resource is complicated and requires more examination. Human resource customs as related to healthcare have to be developed so as to get hold of a suitable balance between workforce supply and ability of practitioners to deliver services efficiently. When one examines healthcare systems from a universal point of view, many broad human resource questions and issues emanate. Some of these issues include composition and distribution of the workforce within healthcare, size of the healthcare workforce, movement of health workers, cultural factors and the training of the workforce. It is vital that human resource personnel in the healthcare industry consider the composition of the healthcare workforce as related to skills and levels of training. New systems of training and education are designed to make sure that the workforce is alert and prepared to meet a particular area or state’s needs be they in the present or in the future. A well informed and trained workforce is basic to all healthcare systems. The healthcare HRM division should have experts and professionals in various influential sectors as submits Pynes and Lombardi (2011). The human resource management department, therefore, should be well defined, well structured and well staffed with skilled professionals who look forward to each day to enhance their expertise. The healthcare workforce should constantly learn new ways of approach and strategies in their craft. The healthcare human resource department should gain a competitive shadow to attract, develop and keep excellent in all healthcare departments. In conclusion, therefore, the human resource management within the healthcare department is of immense importance and therefore should be of considerable professionalism, well distributed in the world, well educated and well trained to carry out the much needed health services to societies. References Fallon, L. F., & McConnell, C. R. (2007). Human resource management in healthcare: Principles and practice. Jones and Bartlett learning. Fulton, J. S., & Lyon, B. L. (2009). Foundations of clinical nurse specialist practice. Springer series. Springer publishing company. Goodhart, K. (2008). Good childcare guide: Complete handbook. Vacation work series. Crimson publishing. Pynes, J. E., & Lombardi, D. N. (2011). Human resource management for healthcare organizations: A strategic approach. John Wiley and sons. Read More