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Part a is online discussion (hiring for fit ) and part b is case study - Essay Example

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a) Traditionally, the selection process in human resource management involved sourcing for applicants whose values and culture and those of the organization match. This approach aims at improved employee performance and retention. However, Fried and Fottler (233) find no…
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Part a is online discussion (hiring for fit ) and part b is case study
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Human Resources a) Traditionally, the selection process in human resource management involved sourcing for applicants whose values and culture and those of the organization match. This approach aims at improved employee performance and retention. However, Fried and Fottler (233) find no research linking person-organization fit selection approach to performance and retention among employees. With the need for up-to-date selection methods, consistent with job demands, selection in healthcare follows the need for enhancement and maintenance of diversity. This way, a healthcare institution acknowledges the rise in patients’ diversity and avoids discrimination issues. This current selection approach has been noted to be effective because it is targeted on specific behaviors that enhance diversity, which in turn increases person-organization fit.
b) 1. To solve the deteriorated employee attitude, I would propose an evaluation of the current training and secondly, an off-the-job intervention topics training.
2. The organization has already spent resources to plan and implement training for employees. It would be important to review the effect of the training on staff motivation. If the training has been effective, employees should exhibit improvement in their motivation. However, since there has been no improvement, the evaluation could fault the training.
Thus, the second option would be to revise the current training so as to have an effective one. Intervention topics type of training would be appropriate for this case since the objective is to improve employee motivation and subsequently customer service. Making the training off-the-job would enhance concentration among the employees as noted by Fried and Fottler (250) thus increase the likelihood of meeting the intended objectives. Since it would be conducted in small groups so as not to interrupt normal operations, group discussions would be beneficial for idea generation.
Work Cited
Fried, Bruce J., and Myron D. Fottler. Human Resources in Healthcare: Managing for Success. (3rd ed.). Arlington: Health Administration P, 2008. Print. Read More
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