Steps for Human Resource Management Planning, Recruitment, Selection, and Hiring - Research Paper Example

? Human Resource Management Training Proposal The paper intends to prepare a human resource management training proposal for conducting a recruiting along with staffing training program for a group of new employees at a health care company. The steps for the HRM planning, recruitment, selection and hiring have been highlighted in the discussion. The importance of the training program in providing motivation and increasing efficiency in the healthcare sector is evaluated. It has been determined that the identification of prevailing gaps is a key facet in order to prepare an efficient training program. It can enable to address the employees’ requirements in keeping with the organizational goals and objectives. The proposed training program can facilitate to enhance the level of motivation of employees as well owing to the fact that they can better equip themselves to the expected level of performance from them after the execution of the training program. Overview of the Human Resource Management Process and Steps Involved Human Resource Management (HRM) is gaining its importance in the healthcare sector. Proper human resource management is a critical aspect which helps in providing high quality healthcare. Human resource planning is important for determining the staff support required by the healthcare to meet the service seekers’ needs. Human resource planning is the process of identifying current and future needs of human beings in an organization. The steps involved in the planning of human resource involve review of the business goals which deals with understanding the needs and the future objective of the business. The second step is the scanning of both the internal and external environment to determine the trend of the employees, policies implemented along with evaluating the culture and activities within the healthcare company. The third step is gap analysis which facilitates to determine the future needs and explores the possible shortfalls. Subsequently, development of the plans considering the budgets and priorities based on need of the healthcare company would be executed. The last step is to evaluate the performance by measuring the achievement of the goals, evaluating the progress of the strategies implemented along with the reports. The steps of the proposed human resource planning are depicted through the diagram below: Source: (New Foundland Labrador, n.d.) The planning process will be effective when the recruitment process is smooth and effective. To make the process of hiring, retention well-organized and to ensure consistency in the process of recruitment along with selection various steps are to be followed to make the progression efficient. The first step is to identify the vacancy and to evaluate the need. The human resource management training need to ensure that there is a proper alignment of the skills of the new employees with the organizational requirements. The second step is job description which is important for the successful recruitment process. The job description helps in forming the questions for the interview along with the relevant checks which are to be developed. The information about the work, the purpose and the responsibility will be discussed to recruit the right person. The third step is to develop the recruitment plan which deals with the posting period, goals of the placement, along with placing advertisement through print and social media. The recruitment plan is basically done to attract good qualified candidates for the job purpose in the healthcare company. The fourth step involves selection of the search committee who will be responsible for the recruitment. The committee includes the hiring manager, job specialist and other members. The fifth step is to implement the recruitment plan and then sixth step is to review the applicants and shortlist the candidates according to the health care company’s available vacancy. The next step is the important part which is the interviewing process for the selection purpose. Before the interview is to be conducted, the preparation is made by deciding on the location, venue, the amenities, interview questions and interview form such as telephonic interview and panel interview (Regents of the University of California, 2013). The subsequent step is the selection of the new recruit which is done by consulting with the committee member by evaluating the candidate on the basis of knowledge, experience, skills and abilities in accordance with the health sector. The last step in the process of recruitment, selection and hiring is to finalize recruitment. This deals with the review of the responsibility, offers, negotiations and then the final recruitment. The entire array of steps to be followed is important to select the best person for the best suitable job and increase the level of efficiency (Regents of the University of California, 2013). Comprehensive Strategy for Training New Employees Training is necessary for the new employees in the field of healthcare. Training is important in the healthcare to support the patients with the technical skills and the ability to balance personal competence while helping the patients. The training for the staff is possible by providing them the training manuals which explain the rules to be followed by the company. The initial stage of the process of training is to make the new staff aware about the inner and outer environment of the health care company. For this purpose, the new employees would be provided on-going training which would be executed through the staff development meetings, along with providing policy and procedural updates. The training involves the process of orientation which is done to make the staff aware about the expectations and responsibilities (Heart Math, 2013). The training strategy would facilitate to build resilience by reducing stress, which will in turn aid to maintain the standard of quality service as expected to meet the requirements of the healthcare company. The training would help employees in identifying the problems as well as to take the required steps to aid the patient. The next aspect of training is to nurture the authentic relationship between the patient and employees in the health care company. Service deliverance with emotional aspects would make the patient feel relieved. The training would help the new staff to deliver competent service with the intention of serving the people. Moreover, training would facilitate the new staff to maintain the baseline of authentic care of themselves and others. Training would make the employees conscious regarding the health issues and the mandatory immunization to be taken by them to keep themselves safe from the diseases. The hygiene policy is also a very important aspect for the healthcare people to maintain the safety of the patient and their well-wishers. The next action of training is to keep the employees energized and motivated so that they perform better and provide proper services. Thus, recruitment of the right person is important to ensure better training and result (Sloman, 1999; Heart Math, 2013). Training Strategies Aimed At Motivating the Employees Motivation is important to keep the employees engaged and work in an efficient manner. Motivation through the training program would make the employees take pride in their work along with rendering them job satisfaction. The training program would ensure an increase in the productivity and efficiency of the employees. Greater performance would help them in carrying out new responsibilities. This continuous learning in the field of healthcare would act as a motivator for the employees. Training which means investing on the employees for the betterment of the company and the individual would increase their engagement and commitment for the health care company. Proper training would help the employees to learn more activities which would in turn aid them in their growth prospect and hence this would keep the employees motivated (Dovlo, 2003). The concept of reward by evaluating the performance through the training programs would make the employees motivated. Recognition through rewards or appreciation makes the employee feel motivated and enhance the performance. The training program would help the employees in enhancing their skills on a regular basis which will make them efficient in deliverance of service. The high quality development and the skill of the employees would make them get rewarded which would keep them motivated and feel energized. The monotony of the job would turn into a motivation because of the recognition and appreciation (Ministry Of Health, 2011). Training on the technological aspects to meet the requirement of the modern world of healthcare sector would keep the employees up to date. The technological learning such as the use of Electronic Medical Record (EMR) would make the employees of the health care technologically savvy. This would make them feel important as they would be under continuous learning regarding new processes for their development. This would facilitate in motivating the employees along with making them more engaged and dedicated towards their work (Dovlo, 2003). Subsequently, the motivated employees of the healthcare company can make the work environment safe, through the proper execution of health and safety measures. The quality of the work and their knowledge about safety would increase which would help them in becoming satisfied. The employee satisfaction and engagement would help the organization to flourish by meeting all the objectives. The diagram below demonstrates a brief idea about the effect of motivational training on the employees and the organization operating in the healthcare sector: Source: (New Foundland Labrador, n.d.) Key Issues That Human Resource Management Employees Would Encounter There are several issues which might be faced by the human resource management employees in the health care company to maintain efficiency and work culture. The most important issue faced by the human resource is recruitment and retention of qualified employees. Due to the growth in the healthcare sector, there is a shortfall for nurses. Thus, the strategy is to fill the areas by recruiting qualified well trained people. This would help to increase the efficiency of the healthcare company (Pizzi, 2011). The importance and the evaluation of the new recruit would be done by the management policies and they would be evaluated on the basis of the rewards procured by them. The candidate evaluation chart to be prepared by the HR in order to observe the performance is given below: Source: (Maloney, n.d.). The other issue that might be faced is to manage the conflicts between the patients and the management or between the employees. The issues regarding the job satisfaction level and the performance management are often faced by the HRM employees. Issue regarding absenteeism due to the health issue is also one of the prime problems faced. The structural strategies to resolve these issues are through proper training and understanding the objective of the health care company. The conflicts can be handled by understanding the needs of the employees and then providing the solution. This would help in maintaining the standard of operations in the healthcare company. The absenteeism of the health provider can be resolved by making them understand the importance of immunization for their safety and hygiene. Therefore, the resources of the healthcare company will be able to deliver efficient service. Resolving the issues would lead to the success of the healthcare company by providing efficient and hygienic service to the people (Pizzi, 2011). References Dovlo, D. (2003). Health Sector reform and deployment, training and motivation of human resources towards equity in health care: Issues and concerns in Ghana. Human Resources Development Division, 1-15. Heart Math. (2013). Training for healthcare organizations. Retrieved from http://www.heartmath.com/healthcare-organizations/healthcare-training.html Ministry of Health. (2011). Human Resources for Health Strategic Plan. Republic of Rwanda, 2-58. Maloney, T.R. (n.d.). Employee recruitment and selection: How to hire the right people. Cornell University, 1-30. New Foundland Labrador. (n.d.). Human resource planning reference tools. Human Resource, 1-93. Pizzi, R. (2011). Facing down the challenges of healthcare HR. Retrieved from http://www.healthcarefinancenews.com/news/facing-down-challenges-healthcare-hr Regents of the University of California. (2013). Recruitment & selection hiring process. Retrieved from http://hr.ucr.edu/recruitment/guidelines/process.html Sloman, M. (1999). A Handbook for training strategy. USA: Gower Publishing. Read More