General Health Charities Staffing Strategy - Essay Example

Colorado State University-Global Campus

GHC Staffing strategy

Staffing involves hiring qualified candidates to take up different positions within the organization. This paper aims to create a staffing strategy for GHC to ensure the organization recruits qualified personnel for various jobs. An appropriate staffing strategy will ensure that the hospital recruits the most suitable candidates for different positions (Verma et al., 2016). The appropriate staffing strategy for General Health Charities (GHC) covers the institution's health needs to create a viable future. The staffing strategy covers different areas such as leadership, the business office, service personnel, and services within the hospital.

Staffing department system

GHC seeks to recruit the top and qualified employees by matching the right people to the right job. The most important aspect of recruitment is to develop accurate job descriptions for different job positions. Effective job descriptions reflect the individuals' roles, the skills they must possess, personality traits, and the relevant experience required for each job (Yeager & Wisniewski, 2017). The company will also utilize success profiles for the ideal employees in the advertised positions. The company will use the existing valuable employees of the organization to identify the common skills and attributes. The company will then utilize the success profiles to select the candidates that fit the description. The advertisement for the jobs will contain a thorough description of each position and the qualifications required. Such information is crucial because it limits the number of unqualified candidates applying for jobs (Cogin et al., 2016).

GHC will then utilize mediums like LinkedIn, which are likely to reach potential candidates qualified for the jobs. The organization will then conduct the assessment process in stages such as using aptitude tests, phone interviews, physical interviews, and practice interviews for the service personnel (Verma et al., 2016). The online assessment tools are essential because they help the organization determine applicants who qualify for the physical interview. After selecting suitable candidates, the organization will conduct the relevant background checks before offering the jobs to successful candidates.

Areas of recruitment

GHC seeks to recruit candidates in the following areas, leadership, the business office, service personnel, and service. Therefore, the organization will hire a clinical manager, business office personnel, doctors, and nurses.

The hospital needs doctors whose roles will encompass providing care for the sick patients and maintaining the health of all the patients. The doctors will be responsible for assessing patient conditions, creating treatment plans for the patients, and performing routine physical examinations. Further, the doctor will provide medical consultation in the institution and conduct relevant research on healthcare (Yeager &Wisniewski, 2017). The core skills required for this position include; recognizing signs and symptoms, counseling patients on preventive medicine, using electronic medical systems, and creating care plans for patients. The suitable candidates must have a medical dispensing license and have a master's in their field of specialization. The candidate for this position must have at least five years of experience. The job outlook is that it is growing at a faster rate of 14%, and this is higher than the average.

The qualified nurse in the service area will monitor and administer medication to patients, take patient samples, assess and plan nursing care, provide emotional support to patients, tutoring student nurses, and write patient records (Cogin et al., 2016). The candidate must have a minimum of three years of experience; they must be registered nurses and have a BSc. Degree in nursing.

The appropriate candidate for the clinical manager position will have numerous roles to play. Some of the functions include performing administrative, clinical, and professional tasks, developing and appraising staff members, handling community outreach programs, and overseeing daily management in the hospital (Verma et al., 2016). Additionally, the candidate will develop and implement policies for the organization, set monitoring budgets, manage recruitment, and attend meetings. The candidate must have at least seven years of experience in the relevant field. The candidate must have excellent analytical skills, understand finance and budgeting, and have excellent communication skills. Computer literacy, management skills, and leadership skills are essential for this position. The candidate must have a Master’s degree in Healthcare management, registered nurse credentials, and continuing education credits earned each year.

The business office manager will have various roles to play in hospitals. Some of the functions include overseeing daily activities of the hospital’s business office, ensures activities comply with government regulations and hospital standards, manages subordinate staff, executes knowledge of departmental processes, generates budgets and financial reports. The business office manager's qualifications include having a minimum of five years of experience in management, accounting, and finance knowledge. The candidate must have a B.A. degree or equivalent for them to qualify.

Competition with local healthcare organizations

General health Charities can compete with the local healthcare organization by improving the quality of services that they provide. The organization needs to focus on improving the patient experience through the quality of services offered (Chang et al., 2017). The hospital must, therefore, build a network of healthcare providers that are attractive to clients. It is also necessary for hospitals to negotiate better rates with insurers to ensure that they provide the best prices. GHC must offer their services at lower costs than the competitors offer and provide appropriate care for the clients. The institution must create a culture of improving positive patient outcomes that ill promote customer loyalty within the region (Chang et al., 2017).

Current recruitment challenges

There are several recruitment challenges in the health sector, such as the high costs of hiring new staff members. The recruitment process involves the organization's investment of resources to acquire the relevant people for the existing positions. Scarcity of qualified personnel because of the aging population and the small number of physicians and nurses. Hence, candidates have all the negotiating power, and hospitals have a hard time dealing with this challenge (Rozario et al., 2019). Further, the healthcare organizations do not have the luxury of hiring the wrong people for the jobs. Healthcare institutions take care of patients and are involved in delicate matters. Hiring the wrong people for the jobs is risky for hospitals because there are legal implications. Hiring individuals, who violate HIPAA rules, harm patients or violate protocols risk the reputation of the hospital.

Creating a balance between education and the years of experience is also a recruitment challenge in healthcare. Recruiters find it hard to choose between recruiting a mater’s graduate with one-year experience and a graduate from a lower ranking institution but with 7 years of experience (Rozario et al., 2019). Additionally, the number of people going into retirement in the healthcare is huge and it poses a challenge for recruiters in the health sector. The number of vacancies in the healthcare industry keep increasing but the market does not have qualified candidates for the positions. There is also poor employer branding in the health sector and this affects the quality of candidates that health institutions attract in the market (Rozario et al., 2019).

Enhancing recruitment efforts

GHC can use monetary and non-monetary efforts to enhance their current recruitment efforts. The health organizations should invest in recruitment software that have applicant tracking systems and recruitment marketing platforms. Such a software is helpful for recruiters when they search for highly skilled talent in the job market. The organization further needs to build a strong employer brand that will attract qualified healthcare professionals (Verma et al., 2016). The company can start by sharing their employees’ success stories with the public, to display their company culture and values. When people see stories of real people creating a difference in the health sector, it attracts them to the institution. The organization should utilize referrals in hiring especially on marketing platforms. Such platforms allow healthcare organizations to create referral programs that are streamlined and automated. Creating unique candidate experience is also a helpful strategy when in comes to enhancing recruitment efforts. It is necessary for GHC to have strong relationships with both passive and active candidates even when they do not have job openings. Such relationships will help organizations to get qualified candidates whenever they have openings (Verma et al., 2016).

Conclusion

Healthcare staffing is important to healthcare and it determines the quality of the outcomes for patients. The work force in healthcare settings is responsible for the patient experience and patient satisfaction. It is necessary for healthcare organizations to have feasible recruitment systems that will allow them to find their desired candidates. The key to attain this recruitment objective is to follow the proven recruitment process for the positions in service personnel, head of information management, clinical a manager and those in leadership. Healthcare organizations like GHC should create clear job descriptions and requirements to attract the candidates they desire. Recruitment is an important process in the healthcare organization and hence the need for GHC to enhance its recruitment processes.