Feb 23, 2024 HCA 340 Week 4 DQ 2 Human Resources
HCA 340 Week 4 DQ 2 Human Resources
HCA 340 Week 4 DQ 2 Human Resources
Human resources are an integral part of health care operations to recruit and retain high quality, and often highly specialized employees.
1. Describe why human resources management is comprised of strategic and administrative actions, providing examples of each.
2. Outline specific activities that encompass the strategic and administrative responsibilities of the human resources department.
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3. If you were employed as an administrator in a small physician group without a human resources department, how would you carry out the strategic and administrative responsibilities required?
A Sample Answer For the Assignment: HCA 340 Week 4 DQ 2 Human Resources
Recruitment and selection is an important role in human resource management. The effective process guarantees an organization competent employees and high productivity. The process is undertaken to fill the vacant positions in the organization with the required number of employees and appropriate talents. According to Saviour et al. (2017), recruitment and selection involve designing the job requirements, analysis, and description.
The job description is used in the selection of the most qualified candidates. Other than the job description, the recruitment plan outlines the skills and another checklist that is used during the interview. The selection involves deciding who will join and who will not join the organization. Therefore, the criteria used in recruitment and selection vary from one organization to another.
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In this case, the selected individuals must have the skills and competencies required in the operation of an urgent care clinic. The selected individual must be adaptable and ready to interact with people from different social, ethnic, and economic backgrounds.
The recruitment process involves making advertisements to attract as many, but, appropriate candidates as possible. Proper considerations must be made to reduce the cost incurred in the recruitment process. Therefore, emphasizing the important areas to consider during the job advertisement keeps away people who do not possess the skills and experience relevant to the job post.
Recruitment Sources
The recruitment sources vary depending on the company’s profile. In this case, the company is newly established and so may not be recognized by a large population. Therefore, the use of job boards and social media will be most appropriate for this case. Job boards are the main recruitment source used widely by many companies. The boards have gained much significance courtesy of the online job searches.
Also, social media have created a useful avenue for recruitment agents. Linkedin, Facebook, Twitter, and Google+ create useful networks that can help the company access many and diversified talents. The recruitment sources are affordable compared to other traditional means such as T.V advert. Also, interested candidates can always visit the job posting to review and confirm the requirements before they apply. According to Abia and Brown (2020), e-recruitment is becoming common in helping organizations identify the right people for their job descriptions.
Marketing of the Recruitment Position
The clinic’s reputation plays an important role in the marketing of the recruitment position. The clinic must have a good design and offer a better work environment and remuneration to attract many qualified candidates (Firfiray & Mayo, 2017). Additionally, increasing the visibility of the company’s website will increase its market niche. People prefer getting employed with companies they know and understand their reputations.
The websites may also be made available through social media platforms such as Facebook. Facebook has an advertising program that increases the number of people likely to view an advert based on the company’s subscription (Appel et al., 2020). The use of social media stands out as the simplest and cheap method of marketing the recruitment position. Besides, introducing employees’ referral programs will also help in marketing the position.
Measuring the Effectiveness of Recruitment Process
The success of a recruitment process is measured based on the ability to attract relevant and qualified people for the position. Diversity is one of the values in the healthcare setting; therefore, the recruitment sources must attract people from various backgrounds on a fair basis. On the other hand, the organization should not spend more time filtering the many irrelevant applications. The quality of the hire will be the first parameter to use in determining the effectiveness of the recruitment process.
The second metric to use is the time taken. Companies have a timeframe between when they expect to have filled the available positions. Therefore, while reaching out to qualified applicants is the priority of the recruitment process, the time taken to complete the process is also important. The recruitment process should not take too long to give the desired outcomes (Acikgoz, 2019). Furthermore, the cost of hire is also an important consideration for a recruitment process. The process should not be too costly for the organization.
Selection Tools
The selection of qualified applicants will be based on aptitude and personality tests. Also, the applicants’ qualifications and experiences will be considered. A structured interview will be conducted to gauge the qualification, skills, and experience of the shortlisted candidates (Barrick & Parks-Leduc, 2019). The candidates with the highest score total score will be selected for the position.
Legal, Ethical Concerns, and Regulations
The legal considerations for the recruitment process include the employees’ rights against discrimination. The recruitment process should be handled fairly with all people given equal opportunities regardless of their race, religion, or nationality. Also, the applicants’ confidentiality must be respected as part of the ethical consideration.
It is unethical to subject applicants to tests that infringe their confidentiality without their informed consent. For example, some organizations may consider a drug test for the employees; therefore, they must inform the candidates of the expected procedure and why it is done (Jones, et al., 2017).
References
Abia, M., & Brown, I. (2020, April). Conceptualizations of E-recruitment: A Literature Review and Analysis. In Conference on e-Business, e-Services and e-Society (pp. 370-379). Springer, Cham.
Acikgoz, Y. (2019). Employee recruitment and job search: Towards a multi-level integration. Human resource management review, 29(1), 1-13.
Appel, G., Grewal, L., Hadi, R., & Stephen, A. T. (2020). The future of social media in marketing. Journal of the Academy of Marketing Science, 48(1), 79-95.
Barrick, M. R., & Parks-Leduc, L. (2019). Selection for fit. Annual review of organizational psychology and organizational behavior, 6, 171-193.
Firfiray, S., & Mayo, M. (2017). The lure of work‐life benefits: Perceived person‐organization fit as a mechanism explaining job seeker attraction to organizations. Human Resource Management, 56(4), 629-649.
Jones, K. P., Arena, D. F., Nittrouer, C. L., Alonso, N. M., & Lindsey, A. P. (2017). Subtle discrimination in the workplace: A vicious cycle. Industrial and Organizational Psychology, 10(1), 51-76.
Saviour, A. W., Kofi, A., Yao, B. D., & Kafui, L. A. (2017). The impact of effective recruitment and selection practice on organizational performance (a case study at the university of Ghana). Global Journal of Management and Business Research.
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