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retained, the organization will not improve at its best and will suffer at its worst (Snell, Morris & Bohlander, 2015). Human resource managers and nurse managers play a critical role in the selection process of a health care organization. The expectation of the human resource is to see the selection process has been done in a fair and transparent manner in accordance with the missions and visions of the organization. The nurse manager expects to promote a positive image for healthcare organization by selecting the right people to the right positions (Van De Voorde, Paauwe & Van Veldhoven, 2012). This paper discusses the selection process in Mayo clinic healthcare organization.
Mayo clinic is a non-profit organization located in Rochester, Minnesota. The clinic is very large and it is renowned throughout U. S and internationally (Smith, Saunders, Stuckhardt & McGinnis, 2013). In regard to this, the organization offers a lot of medical job opportunities to both U.S citizens and non-citizens. Recently, there is an open job position for a nurse practitioner. Since the organization is guided by its set missions and vision, the candidate who will qualify for the job must undergo the selection process. This selection process will involve nine steps that include;
Preparing a new position or reviewing an existing position that might have changed or preparing a Job Description Questionnaire (JDQ). This step is significant as it lays the base for the following steps.
In these steps, the human resource will be responsible to complete some of the steps. For example, the human personnel will be the one to understand the employment laws to guide the nurse manager about the hiring and selection process. He or she will be the one to announce the vacant position, prepare the interview questions and scoring criteria. Again, the person will be responsible for screening the applications, making the selection, and performing the reference checks (Swayne, Duncan& Ginter, 2012). On
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The Selection Process.
There are six steps in the selection process. They are:
1) obtaining complete application forms,
2) conducting initial and follow-up interviews,
3) giving employment tests,
4) conducting background investigations,
5) obtaining results from physical exams,
They cannot afford to hamper their productivity because of the mistakes incurred by the new hires in their assigned tasks. Therefore, it is significant for the companies to prepare strategies for optimising their selection processes so that the efficiency increases when employing new staffs.
The group consists of nine women and three men. This is the norm when comparing other studies. According to Joann Gumpert and Phyllis Black, out of 350 surveys conducted, eighty percent of participants were women (Gumpert 2006.) The group is highly diversified with members from many different cultural and religious backgrounds.
Although commonly used, the term recruitment is difficult to define. A comprehensive definition, which permits meaningful consideration of the complexity of the process and the variables involved and reflects both the identification and attraction functions, is difficult to formulate.
A similar approach is included within the athletic department where there needs to be an integrated participation contribution from a diverse group. The diversity should encompass variable demographic in race, gender and the culture of the participants. An
e interrupted by this case and on most of the television stations, the usual game coverage was shown in small screen at the corner while the main event was news anchors communicating to the public about the court proceedings.
The jury selection procedure for the case took two
Gatewood, Field and Barrick (2010), argue that they use this definition because it describes not only an organization’s purpose of attracting people for positions, but also on how to increase the rate of candidates that fill the
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