Case Study MMC (Case Study Sample)

Case study MMC
Table of Contents
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1.Introduction  PAGEREF _Toc400850193 \h
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2. HRM Strategy and Practices of MMC  PAGEREF _Toc400850194 \h
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3. Failure of MMC from a HRM Perspective  PAGEREF _Toc400850195 \h
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4. Recommendations on HRM Strategies  PAGEREF _Toc400850196 \h
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5. HRM policies and practices towards improving the function and publicity of MMC  PAGEREF _Toc400850197 \h
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6.Conclusion  PAGEREF _Toc400850198 \h
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References  PAGEREF _Toc400850199 \h
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Case Study MMC
1.Introduction
The planning of workforce in the National Health Services ,UK is considered a complex challenge, given the huge requirements for staff and the need for effective selection of the appropriate staff ( Imison et al, 2009 ). Handling the challenge of effectively recruiting the staff with required skills and abilities is very important for the survival of the organization in the present turbulent and financially constrained period globally. This in turn is very essential for the productivity enhancement of the organization in the country (Imison et al, 2009). Maintaining the balance between demand and supply in the workforce planning at NHS UK is a huge task since the resources are constrained and at the same time, the demand for health services is increasing continuously. This shows the need for planning workforce, which is flexible and adaptive to the changes occurring frequently. Thus, the planning of the workforce at NHS is considered a highly complicated task, which consists of different layers and different timelines for the various professions and occupations in the organization. Given this background, one main attempt for training the postgraduate medical students in UK is Modernizing Medical Careers or MMC started from 2005 onwards that consists of policy collections, an initiative of think tank at the NHS UK central policy offices.
The aim of MMC was the training enhancement of junior doctors and the modernization of the Senior House Officer Grade (House of Commons, 2007). Thus, the aim of this program was to select and recruit candidates that are more competent and improving the competence of the existing candidates. The case study given here shows the fair and effective HR policies and the strategies of the MMC. However, there were many criticisms regarding the lack of consideration of the academic achievements of the short listing process at MMC. This resulted in selecting less deserved candidates for the training program. It became a serious issue that affected the medical profession of the country, given the rising demand for effective health care services in the country. In addition to this, the online recruitment process at MMC was not considered safe and was hacked by outsiders. The access of the outsiders to the information of the company made it possible the fooling of the recruiters. There were also many critiques regarding the weighing and marking of the applications. All these resulted in the selection of less than deserved candidates for the medical profession in the country. Given this background, this report discusses the main HRM practices and strategies at MMC, the strategies resulting in the failure of MMC from HRM perspective, the recommendations for MMC from HRM perspective and the suggestions for improving the functioning and the publicity of MMC. The next section discusses in detail the various HRM strategies and policies at MMC.
2. HRM Strategy and Practices of MMC
The term HR consists of the policy and practice framing for an organization aimed at selecting, recruiting, filtering, giving rewards and doing performance appraisals (Dessler, 2008). Four needs for business running namely man, money, machine and material are identified in the literature (Dessler, 2008). Among these requirements, all the three factors other than the requirement for men are easy to be managed and the difficult part is exactly the concern of the HR. Based on the case study at MMC, it is seen that until the hacking of the company website by the intruders, the recruitment process at MMC had been clear and fair. The information for the Speciality recruitment had been given by the HR of MMC including the personnel specifications, possible vacancies and the competition ratios. In the person specification, the requirements for the candidates for each post are explained.
The information about the current and upcoming vacancies is also provided by the HR at MMC for the awareness of the candidates. The information on the competition ratios gives the information on how much competition is there for each post, which are given for the knowledge of the applicants. There is a handbook for the applicants for helping the applicants in applying for different positions, the speciality choices and the other details regarding the application until its outcome ( Imison et al , 2009 ). There is also a gold guide for the awareness of the speciality training of the UK medical postgraduates( Dixon et al ,2009 ). The arrangements made by the different UK health departments for the different specializations are given by this gold guide for speciality recruitments. The trainees who want to get appointed in the specializations find this information very helpful (Dixon et al ,2009 ).
There is another program called oriel meant for the postgraduate Medical and Dental recruitment and selection quality and efficiency improvement (Academy of Medical Sciences, 2007 ). This is a recruitment portal for speciality recruitment for the online registration of the applicants. This is also helpful in finding the candidates all the needed information on the vacancies existing in various health departments and applying for the appropriate posts and management of their applications in an appropriate manner (Academy of Medical Sciences, 2007). This online portal also makes possible the booking of interviews for the candidates. The speciality lists, which are to be applied, by the candidates and the various phases for the application is described in detail in this online portal. The application process is discussed in detail in oriel and the details on making follow-ups on the application of the candidates are also discussed in detail in oriel. The main features to be introduced in oriel by 2015 include the single registration process, information on all vacancies, interview booking and management, chances of updates for the candidates' profile and status and the offer management (Dixon et al, 2009).
There is also information on the speciality selection test pilot, which is the first year candidates' requirement for applying to each speciality areas ( Imison et al, 2009 ). There is provision of test results also for the awareness of the candidates here. Clinical problem solving and Situational judgement tests are the two parts of this test to be done by the first year candidates. Thus, the information from the initial stage of the application up to the feedback on the results are provided by the speciality recruitment drive. There are also offers for various prices to some selected candidates based on suitable criteria. The information on the given questions by the candidates and the anonymous identification documents are provided by the speciality selection test pilot. There is also a separate section for frequently asked questions by the candidates and the email of the experts for further information and clarification in this regard.
There are three stages for the recruitment guide of the HR at MMC, which include the following .The first one is the starting stage where the overview of the recruitment and the support and the timetable for the applicant are provided. There are three stages for this overview again including the planning of the application, application part and the stage of interviews and offers (Dixon et al, 2009). The strict eligibility requirements are mentioned at this stage for the awareness of the applicants and before starting the application process. The foundation competences of the applicants can be demonstrated by answering the series of questions at this stage.
The next stage is making the application based on the job advertisement and the vacancy places as described by the HR, through the advertisement and the vacancy section. After checking the vacancies in appropriate websites, the application submission is done online or through email (Dixon et al, 2009). The third stage is the interviews and offers where there is the applicant short listing, processes for interviews and the offers made for the selected candidates. The interview notification to the candidates regarding the date and venue is done through email or through postal letters at this final stage. Those who have scored the highest in the interviews are given the offers for the jobs through various methods like online or offline at the final stage of the recruitment process.
The case study shows the process of recruitment at the MMC as effective overall while the hacking by the external parties made it unreliable and unsecure. This resulted in making variations in the applications of the candidates and creating problems in the weighing and marking of the applications. This, in turn, resulted in selecting the less deserved candidates for different posts, thus affecting the medical profession in the country itself. Overall, it can be concluded an effective current recruitment system for the company and recruitment improvement plans for 2015 are being conducted in the company (Imison et al, 2009).
3. Failure of MMC from a HRM Perspective
The failure of MMC can be explained mainly based on the syste...