Management Recruitment (Research Paper Sample)

Management Recruitment
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Abstract
The research paper aims at comparing the 2000 Healthcare United Recruitment, Selection and Induction Procedures against the newly developed 2015 Healthcare United Recruitment, Selection and Induction Policy and relevant legislation. The paper also makes recommendations for the changes required to improve procedures and the overall process based on current research. The report states the relevant legislation and addresses key areas for each procedure: timeframes, personnel involved documentation, training, monitoring, and evaluation. The report further identifies various options of the use of technology in the recruitment, selection and induction process and explains how technology improves the overall quality of management recruitment. Finally, the report ends with a conclusion that summarizes the entire discussion in the report.
Table of Contents
Introduction……………………………………………………………………..4
Comparison based on time frame……………………………………………...4
Comparison based on personnel involved……………………………………..5
Comparison based on documentation………………………………………….5
Comparison based on training………………………………………………….5
Comparison based on monitoring and evaluation……………………………...6
Option of using technology in management recruitment and selection……….6
Recommended changes necessary to improve procedures and the overall process, based on current research…………………………………………………………………..6
Conclusion…………………………………………………………………………7
References………………………………………………………………………….8
Introduction
Management recruitment in the healthcare sector is a crucial exercise that requires keen attention. The recruitment exercise should be conducted professionally because the kinds of employees recruited eventually determine the quality of healthcare services delivered to the clients who are the patients (Grady, Carey, Bryant & Sanson-Fisher, 2014). The patient turn out in healthcare facilities would mostly depend on the previous level of satisfaction derived by patients, and hence there is a need to maintain high-quality services at all times through professional recruitment, selection, and induction. Healthcare United is one of the healthcare service providers that seek to retain customers through quality services. Below is a comparison of two different policy procedures undertaken by Healthcare United, one policy was used in 2000, and another policy has been formulated for use in 2015.
Comparison based on time frame
According to the 2000 procedure, the manager informs the human resource department of the existence of a vacant position after three days. After notification is made the approval from the senior management is required after a thorough investigation. However under the 2015 policy the manager would be required to inform the human resource of vacancy existence immediately so as to avoid a shortage of important services. The time for position description will be shortened from five to a maximum of two days (Poikkeus, Leino-Kilpi & Katajisto, 2014). Furthermore, advertisement period would be reduced from 20-25 days as indicated in 2000 procedures to a maximum of two weeks in 2015 policy so as to hasten the recruitment procedure. Shortlisting of the applicant would take three days minimum in 2015 unlike five days minimum to make the process quicker. Interview preparation should be reduced from two days in 2000 procedure to one day in 2015 policy and finally interviewing, reference check, job offer and communication to unsuccessful applicants should be squeezed to one week so as to create more time for productivity.
Comparison based on personnel involved
According to the 2000 procedure, the recruitment is done by the human resource department and the managers in relevant departments. However, the 2015 policy has considered the aspect of recruits trying to bribe the senior level management to get jobs easily (Hurtado, Timmins & Seward, 2014). Thus, the 2015 policy recommends the use of external recruitment bodies in getting highly qualified personnel. External recruitment agencies administer online exams that measure the level of intelligence of applicants and hence reduces the possibility of recruiting bogus healthcare personnel, thus the 2015 policy only recommends the involvement of senior management in final induction stages.
Comparison based on documentation
The 2000 procedure of recruitment advocates for documentation of applicants based on the yes or no criteria. Under the criteria, successful applicants are categorized under 'yes' while unsuccessful applicants are classified under "no" category. The 2015 policy, however, advocates the use of software that would use set requirements to either reject or accept the application. That would make the recruitment faster by avoiding segmentation process that is tedious.
Comparison based on training
The 2000 procedure recommends the use of theoretical concepts in training new employees and hence limits new healthcare practitioners in terms of gaining a deeper understanding of their roles. The 2015 policy, on the other hand, recommends that new health workers be subjected to intensive practical training sessions (Koskan. et al., 2013). That exposes new recruits to new challenges and helps them cope rapidly and hence deliver efficiently.
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