Recruitment Strategies in Mount Sinai Hospital - Report Example

I.D. – 774229 TABLE OF CONTENTS Executive Summary 2 Introduction 3 Background 4 Definition / Statement of problem 5 Critical Analysis of Problem 7 Proposed Solution 9 Table 11 References 12 Executive Summary The report discusses the weakness in the processes of recruitment within the Mount Sinai Hospital. A clear picture is provided depicting the operation of the organization and the problems faced by it, in its recruitment process. It also presents the problems faced by the recruiters and the candidates equally. Along with this, it also includes the necessary steps taken to overcome these problems. Introduction This course report is aimed at defining the recruitment strategies used by Mount Sinai Hospital while assessing the problems, difficulties. It also offered necessary recommendations to overcome these problems(Mount Sinai Hospital, 2012). Mount Sinai offers its services in a wide area of clinical services including Adolescent health, Alzheimer’s, Children care in the hospital of Kravis Children, Cancer, Neurology, and surgery, Ophthalmology, OBGYN, orthopaedics’, minimal invasive surgery, dentistry, Diabetes, ENT, Genetics, Geriatrics, HIV/ AIDS, cardiology, kidney, liver and lung diseases, medicine, women health, urology, urgent care, spine care, endocrinology and infertility, radiology, psychiatry, primary care, pregnancy and birth, pathology, pain management, ophthalmology, orthopaedics, among others. These are many other major areas apart from this that are also dealt within the Mount Sinai Hospital in an effective and efficient manner. Those services are extremely cherished by patients due to their way of treatments and researching techniques in various medical fields(Mount Sinai Hospital, 2012). This report mainly emphasises on the weakness of the recruitment process within a big organization like Mount Sinai hospital. Background Mount Sinai hospital is founded in 1852 and one of the largest, oldest and most reputed voluntary hospitals in US. It contains 1,171 bed quaternary and tertiary care teaching facilities. Mount Sinai is a nonprofit organization with almost 2,500 physicians, 2,200 registered nurses and about 1,027 fellows and residents according to the statistics of calendar year 2008. Mount Sinai is located in New York City and welcomes patients from all over the world. The hospital boasts over spending $76.7 million worth of uncompensated care on a voluntary basis to its patients annually(Mount Sinai Hospital, 2012). Mount Sinai has a number of associate hospitals spread all over the metropolitan area of the New York City along with an additional campus named as the Mount Sinai of Queens. Mount Sinai Hospital also expanded its roots to Ontario, Canada(Mount Sinai Hospital, 2012). Definition / Statement of Problem Mount Sinai hospital also comprises of a HRM department but it fails to maintain the procedures of recruitment in a controlled manner. As a result, the new applicants find it extremely hard to apply and trace the qualities required for such vacancies. Due to which, the hospital is facing a huge dilemma regarding vacancy but almost impossible to resolve. This is mainly due to huge discrepancies within the departments, dealing with the issue of recruitment (Henry 1994). Presently Mount Sinai has introduced a new workforce plan with a prime initiative to reduce the turnover costs and resolve the problem of open vacancies within the hospital. In order to resolve this issue, the hospital’s organizational development and workforce planning director expressed her tactical views towards it. She described that in order to resolve the problem of open vacancy, exact and best candidates are to be searched, best fitted for the job. Along with this, she also stated that, it is our duty to look into the matter of funding as well to make more effective (Freeman, 2010). Currently the hospital is suffering the trouble of staff shortage mainly in the area of direct patient care such as nurses. Due to which, service towards the patients gets hampered to a considerable basis. Moreover, as many registered nurses are not ready to take up their position and responsibilities, higher-authorities of the hospital decided to improve the nursing manager unit. It decided to introduce many new opportunities so as to invite talented volunteers and qualified individuals (Freeman, 2010). Besides due to communication gap within the members of the recruitment authority, the issue of vacant positions is increasing day by day. Moreover, maximum extent of the selected applicants, are not even notified about their interview results. As a result, the candidates remain in an utter confusion, about their selection process. Due to these above mentioned defects, the vacancy of Mount Sinai never gets fulfilled. It remains open, due to such communicational discrepancies(Mount Sinai Hospital, 2012). Critical Analysis of the Problem One vital reason for which the Mount Sinai hospital is facing problems in recruitment includes improper notification process. Apart from this, delay in the process of follow ups, and confusion in decision making procedure regarding the type of posts are certain other striking reasons of open vacancies of Mount Sinai hospital. Dissatisfaction in these areas renders draining of competent candidates due to high level of un-satisfaction with the recruiting procedure of the organization. Other than this, they take it as a negative response from the organization, thus affecting the organizations ability to recruit and retain potential talented human resource. According to Rynes, “Withholding a negative feedback is often interpreted as the stringing of the applicants to preserve complete freedom of organizational decision making” (Rynes, 1993, p.31). In the process of recruitment, every individual desire to receive regular feedbacks in detail so as to make realistic assumptions pertaining to it. Ambiguity is one of the prime barriers in the process of recruitment, which should be avoided at any cost. Besides at the time of the interview process, the description of the job should be clearly specified to the candidate. It might prove helpful to both the organization and candidate. If a detailed description of the job is presented then it might become easy to attract the appropriate candidates for the organizational management. But in order to do so, it is essential to make a proper job description for every post before recruiting any candidate. A proper description of the job should be announced stating all the essential details and components, so as to reduce any sort of dilemma (Berman, & et.al., 2009). Other than this, the hiring department also need to be more responsive and enthusiast in nature, so as to create a good impression within the eyes of the candidates at the interview panel. If the interview is scheduled in an awkward time or called for any casual purpose, then it acts as a negative factor hindering the point of view of the candidate (Berman, & et.al., 2009). The behavior of the recruiters also plays a very vital role in affecting the predilection of the applicants. Along with this, personal behaviour, the technical procedures also offers high weightage over the procedure of recruitment of the organization. The procedure according to Berman (2009. p. 85) should include proper planning of the positions along with its approval, from the management. Secondly creation of such positions physically and then announcements of such vacancies through varied media’s. And lastly, it can be concluded by the procedure of selecting suitable candidates for such positions through effective strategies. These procedures when combined are known as the staffing process (Berman, & et.al., 2009). Proposed Solution To tackle such problems as mentioned above, firstly the HRM department of Mount Sinai hospital required to introduce proper hiring steps and procedures. Only that might facilitate not only the applicants but also the recruiters in resolving such problems. Moreover, proper strategies need to be implemented to cover this huge vacancy gap established in the organization. Proceduralism is a term used to refer to the following procedures of hiring exact candidates within an organization. It initially requires setting up of the procedure and then strictly following them for the improvement of the organization. In an organization as large as the Mount Sinai hospital also a norm exists that the recruitment is entirely centralized within the higher authorities. Due to which, the matters are becoming worser day by day both for the recruiters as well as the applicants. Also due to lack of hierarchical structure, the internal functioning process of the organization is also detoriating in a remarkable extent. In most of the large organizations the recruitment process is entirely decentralized and so the recruiting department can make their independent decisions according to the necessities of the posts (Mount Sinai Hospital, 2012). Initially Mount Sinai Hospital needs to go through the two types of planning’s as defined by Mintzberg (1994). According to Freeman (2010), firstly the organization should strategically think out of the upcoming needs of the organizations along with the challenges and opportunities it faces regarding its incoming workforces. This might help to prepare the original position, along with willingness to change on behalf of that. Secondly vital and preliminary questions need to be continuously asked regarding the available vacant positions throughout the recruitment procedure. Through following these steps of recruitment and designing a proper recruiting design Mount Sinai Hospital can overcome a lot of the present problems; it is facing in its recruitment process (Mount Sinai Hospital, 2012). Mount Sinai Job Announcement Evaluation Table Recruitment Strategies Is strategy used Effectiveness of strategy Quality of new hire Solution No Yes Poor Mod High Low Avg High Job Posting 0 0 0 Introduce Effective Recruitment Strategies Internal 0 0 0 Introduce Proper Recruitment procedure Mail 0 0 0 Introduce Proper Recruitment Procedure Online 0 0 0 Introduce effective Recruitment Strategies Personal contact 0 0 0 Introduce Proper Recruitment Strategies Internship 0 0 0 Introduce Effective Recruitment Strategies Headhunter 0 0 0 Introduce Proper Recruitment Strategies References Berman, E.M. & et.al. (2009). Human Resource Management in Public Service, Paradoxes, Processes and problems. 3rd edited ed. Thousands Oaks: Sage Publications, Inc. Henry M (1994). Rise and Fall of Strategic Planning. The Free Press: USA. Freeman, E.R. (2010). Strategic Management: A Stakeholder Approach. University Press: Cambridge. Mount Sinai Hospital. (2012). Effective Use of Workplace Planning to reduced Turnover Costs. Retrieved from http://www.hrmtoday.com/talent/human-resources-management/mount-sinai-hospital-effective-use-of-workforce-planning-to-reduced-turnover-costs/. Read More