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The options include: obtaining sufficient funds and paying adequate wages; creating a network of skilled doctors who would be sent on rotation to remote areas; creating a robust IT infrastructure with video conferencing that would help experienced doctors in urban areas to diagnose patients in remote areas and guide fresh recruits to provide better treatment. It is expected that if the recommendations are adopted, then there would be more experienced consultation available for patients in remote areas.
Doctors and trained physicians are the life support entities of any healthcare system and this is more so in remote and rural areas that have few hospitals and health care units. Gorman (2009) reports that many regions of Queensland and New Zealand have 70% of required doctors. The author has reported that these regions also have a high level of dependency on foreign born doctors and about 42% of the doctors in these regions are of foreign origin. While this factor should not be an issue since foreign born doctors are also competent, the disturbing fact is that it is difficult to attract and retain doctors in the rural areas of Queensland. Fowler (1997) comments that while fresh doctors and interns do join rural practice, it is meant to fulfill certain requirements to obtain a medical degree. The author has estimated that since 2005, about 182 to 681 doctors per annum have left the rural practice and migrated to bigger cities with better career prospects. Better career prospects in cities, changing priorities, poor rural living conditions and lack of skill development can frustrate even the most ardent and medical practitioner who would then quit the rural posting. This behavior and trend among doctors has become very severe and lives of children, pregnant women, aboriginal people and the elderly are at stake.
This paper examines the
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Based on this research selection procedures and their accurateness in choosing the right candidates are regarded as few of the most important activities in today's organizations for retaining an edge in the competitive world of business. Huge staff turnover and lower performance than expected are some of the costs organizations are required to bear out of application of unsuitable methods of selection.
According to the research study, Recruitment and Selection Policy, nowadays human resource (HR) is an area of concern for all the organizations. Here the situation revolves around the HR recruitment and selection policy of a newly established monthly magazine which is to be launched in autumn of 2011.
To this end, some specific objectives have been set that the researcher is seeking to achieve. These specific objectives include the following: 1. This project shall seek to explain what recruitment and selection are. The explanation to be sought shall be limited to the labor market alone as the researcher is aware that there exist other forms of recruitment and selection in other academic disciplines.
However, it also requires investing capital and training to be effective. Whether a company opts to outsource its e-recruitment or mange it by itself, it needs to first have the necessary technological capabilities. The standard requirements would be to have online connections, update computer hardware and software and sufficiently trained human resource staff.
However, the strategies presented can still be improved by including some techniques which have been overlooked by the presenters.
In terms of recruitment, the techniques specified are commendable because these take advantage of the advancement of technology in terms of job seeking.
Various recruitment and selection tools and techniques are used to find people with relevant qualifications who are willing to accept the job offers and give satisfactory service and performance in the long run.
The size of the labor market, the image of a company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner in which job aspirants are likely to respond to the recruiting efforts of a company.
The selection and recruitment of the right candidate, who would eventually become a face of t he company in the external sphere of activities, is an uphill task. A number of parameters come into play due to the importance that each employee carries.
Even with the existing international financial predicament and job layoffs, commercial appraisals still constantly cite staff retention as of foremost importance. Workman (2008) argues that most of the international
The human resource management of any organisation plays a key role in shaping the future and success of the organisation. This important role cuts across all sectors including the food sector that McDonalds Restaurant operates under. The human resource department at
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