Hiring Plan for Recruiting High Quality Staff in Healthcare Organization
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- Date Submitted: 04/28/2014 10:06 AM
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Hiring Plan for Recruiting High Quality Staff in Healthcare Organization
Recruitment strategy is essential for providing quality care to the patients in healthcare organization through hiring staffs according to the job analysis based on specialization, adherence to ethical clauses, integrity and dedication of staff towards wellness of patient. When try to regulate what appoint quality, one might require assessing skills and experience, code of integrity, and experiential research to regulate essential qualities in medical staff. Quality refers to the speedy recovery of patient in safe and caring environment with the best customer service from each staff.
Employee should align their behaviour with code of conduct defined for achieving the objective of the hospital in alignment with mission and vision of the healthcare organization. Job analysis assists in evaluation of applicants of selection. Five popular job analysis methods are job performance, observation, interviews, critical incident, and structured interviews (Cascio, 2005, p.167). Job performance works well on easy jobs that do not require extensive training. Observation can provide greater insight into the work an employee is performing. When people perform job duties in which thinking is part of the process the utilization of observation is ineffective. An advantage of interviews is that it gives the company a chance to get to know the candidate and test their communication skills. A disadvantage of interviews is that sometimes there is miscommunication between the interviewer and candidate which leads to confusion and to an ineffective evaluation of the candidate. Critical incidents have advantages such as being measurable and observable. A weakness of the method is that it takes time for the incidents to occur. A good attribute of structured interviews is that they are cheap, but an issue with them is that they are time consuming.
Workforce planning refers to the planning of people that will do...
Recruitment strategy is essential for providing quality care to the patients in healthcare organization through hiring staffs according to the job analysis based on specialization, adherence to ethical clauses, integrity and dedication of staff towards wellness of patient. When try to regulate what appoint quality, one might require assessing skills and experience, code of integrity, and experiential research to regulate essential qualities in medical staff. Quality refers to the speedy recovery of patient in safe and caring environment with the best customer service from each staff.
Employee should align their behaviour with code of conduct defined for achieving the objective of the hospital in alignment with mission and vision of the healthcare organization. Job analysis assists in evaluation of applicants of selection. Five popular job analysis methods are job performance, observation, interviews, critical incident, and structured interviews (Cascio, 2005, p.167). Job performance works well on easy jobs that do not require extensive training. Observation can provide greater insight into the work an employee is performing. When people perform job duties in which thinking is part of the process the utilization of observation is ineffective. An advantage of interviews is that it gives the company a chance to get to know the candidate and test their communication skills. A disadvantage of interviews is that sometimes there is miscommunication between the interviewer and candidate which leads to confusion and to an ineffective evaluation of the candidate. Critical incidents have advantages such as being measurable and observable. A weakness of the method is that it takes time for the incidents to occur. A good attribute of structured interviews is that they are cheap, but an issue with them is that they are time consuming.
Workforce planning refers to the planning of people that will do...