HRM Practices in Healthcare

Running head: HRM PRACTICES IN HEALTHCARE
HRM PRACTICES IN HEALTHCARE
Name of the student
Name of the university
Author note

1HRM PRACTICES IN HEALTHCARE
Table of Contents
Assessment 1...................................................................................................................................3
1. Analysis of 2000 Healthcare United Recruitment and Selection policy.....................................3
1.1 Comparison with 2016 Healthcare United Recruitment and Selection Policy......................3
2. Development of a new recruitment and selection policy.............................................................4
2.1 Vacant position analysis........................................................................................................5
2.2 Position descriptions..............................................................................................................5
2.3 Advertisements and promotion..............................................................................................8
2.4 Short listing............................................................................................................................9
2.5 Interview preparation.............................................................................................................9
2.6 Interviewing applicants........................................................................................................10
2.7 Reference checks.................................................................................................................10
2.8 Job offer...............................................................................................................................10
3. Communications plan for the organisation................................................................................11
4. Meeting with the senior manager..............................................................................................12
5. Training session with the new manager.....................................................................................15
5.1 Vacant position analysis......................................................................................................15
5.2 Position descriptions............................................................................................................15
5.3 Advertisements and promotion............................................................................................15
5.4 Short listing..........................................................................................................................15
5.5 Interview preparation...........................................................................................................16
5.6 Interviewing applicants........................................................................................................16
5.7 Reference checks.................................................................................................................16
5.8 Job offers.............................................................................................................................16
5.9 Offers of employment (including advice about salary, terms and conditions, probation). .17
6. Question and Answer.................................................................................................................17
7. Training evaluation form...........................................................................................................19
Task description.....................................................................................................................19
Rate the training:.................................................................................................................20
Assessment 2.................................................................................................................................21

2HRM PRACTICES IN HEALTHCARE
Part A: Plan Staffing......................................................................................................................21
1. HR needs of business.............................................................................................................21
2. Staffing plan...........................................................................................................................21
3. Identification of need gaps.....................................................................................................22
3.1 Key stakeholders and specialists.........................................................................................22
3.2 Current status of human resources.......................................................................................22
3.3 Recruitment and selection process.......................................................................................23
3.4 Recommendations................................................................................................................23
3.5 Job description.....................................................................................................................23
3.6 Identify one specialist in recruitment process.....................................................................25
3.7 Meeting with the Senior Manager.......................................................................................25
3.8 Review of HR staffing plan policies....................................................................................26
Part B.............................................................................................................................................26
1. Action plan.............................................................................................................................26
2. Job advertisement..................................................................................................................27
Assessment 3.................................................................................................................................31
3.1 Induction guidelines.............................................................................................................31
3.1.1 Policy statement............................................................................................................31
3.1.2 Objective.......................................................................................................................31
3.1.3 Program outline............................................................................................................32
3.1.4 Documentation..............................................................................................................33
3.1.5 Review of the guidelines..............................................................................................33
3.1.6 Final draft of the guidelines..........................................................................................34
3.2 Training and support for another manager..........................................................................37
3.3 Induct new staff members....................................................................................................37
3.4 Feedback from the senior managers................................................................................38

3HRM PRACTICES IN HEALTHCARE
Assessment 1
1. Analysis of 2000 Healthcare United Recruitment and Selection policy
The concerned organization, Healthcare United, aimed at maintaining the efficiency of
the operations through the recruitment of skilled personnel in accordance to the job vacancies.
The organizational staffing and recruitment procedure adhered to the diversified elements of
organisational strategies, relevant legislation and the enumeration of best practice for
recruitment. In accordance to the regulation, the concerned organization considered different
procedures for undertaking recruitment related to vacant position analysis, Position description,
Advertisement, Short-list applicants, Interview preparation, Interview applicants and the like.
The HR manager of the business undertakes most of the activities relating to the recruitment
process. The operations manager assists the HR in identifying the vacancy and the type of talent
that might be recruited for the business. The diverse range of procedures that are framed through
the 2000 Healthcare United Recruitment and Selection policy aimed at prioritizing the HR
department of the business while operating ion diverse international markets. In this relation, the
operations manager’s role is negated through the prioritization of the responsibilities of the HR
personnel while operating in accordance to the staffing needs of the business.
1.1 Comparison with 2016 Healthcare United Recruitment and Selection Policy
The different comparisons that might be drawn between the 2000 and 2016 Healthcare
United Recruitment and Selection Policy are based on the effectiveness of the procedures and the
manner in which the operations manager are prioritized in the recruitment process. 2000
Healthcare United Recruitment and Selection policy validated the importance of the HR

4HRM PRACTICES IN HEALTHCARE
departments in undertaking the major decisions while recruiting in accordance to the needs of the
business. However, the 2016th version of the policy aimed at prioritizing the role of the Mangers
in maintaining the efficiency of the recruitment process through selection of staff, delineation of
required training to the personnel and documentation. The smooth functioning of the recruitment
initiatives of the organization depended on the integrated functioning of the managers with the
HR department of the same. It has helped the organization in maintaining the efficiency of the
operations in accordance to the needs of the concerned business. On the other hand, the total
timeframe of the operations were reduced to two to three weeks, which has helped the concerned
organization in maintaining the efficacy of the operations.
The new positions, while adhering to the 2016’s amended policy, would be advertised
internally and externally ten working days through the utilization of variety of media vehicles. It
has helped the concerned organization in reducing the time required for recruiting skilled
personnel. The current research and practice of the recruitment operations in an organization is
based on the utilization of different traditional and online advertising. In this context, the
previous policy of the organization did not comply with the current research practices, which has
affected the smooth functioning of recruitment operations. The current legislation emphasized on
equal employment opportunity, which modified the recruitment operations of the concerned
business.
2. Development of a new recruitment and selection policy
The procedures for a policy help in identifying the feasibility of the operations and the
manner in which the new policy might be implemented in the existing processes. In this context,
the concerned organization aimed at recruiting 500 skilled employees in 5 years time through 3

5HRM PRACTICES IN HEALTHCARE
stages for a new development project. Therefore, a new policy for recruiting is formulated in
order to facilitate the smooth functioning of the systems. This section will examine the different
procedures and provisions relating to the new policy in order to maintain the efficiency of the
operations of the new development while maintaining the efficacy of the recruitment process.
2.1 Vacant position analysis
Cogin, Ng and Lee (2016) stated that the recruitment of skilled personnel is dependent
on the assessment if the needs of the organization in maintaining the efficiency of the operations
in accordance to the needs of the business. In this context, the concerned organization aimed at
recruiting 500 health care professionals through three stages of selection in a duration of 5 years.
The concerned organization focused on developing a new office at Hobart. The manager of the
organization will play an important role in delineating the talents that are required by the venture
in order to facilitate the smooth functioning of the different operations in the new office. The
specification of the employee needs of the organization is based on the needs of maintaining the
excellence of the healthcare facilities through introduction of skilled health care professionals.
Therefore, the manager might take 2- 3 days for reporting the different job related specifications
to the HR department of the business. Proper coordination between the manager and the HR
department of the business will support the business in maintaining the efficiency of the
operations while selecting and screening the desired talents for enhancing the healthcare related
activities of the same.
2.2 Position descriptions
The concerned organizations will be undertaking recruitment of 200 employees in the
first year. The organization aimed at recruiting skilled employees and fresher in the field of
healthcare professionals in order to facilitate the smooth functioning of the different operations

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in the new office at Hobart. In this context, the concerned organization will undertake
recruitment of 7 managers, 115 permanent employees and a total of 78 temporary staff. The
temporary staff will be hired by the concerned organization on a contractual basis. The
remuneration that will be provided by the organization for managers will be negotiable based on
factors relating to parity and experience. On the contrary, the remuneration for the permanent
employees will be AU$375 per month and the contractual employees will be proposed with a
remuneration of AU$170 per month.
Position title Key
Objective
Qualification
required
WHS component Terms
Managers Supervising
the operations
of the
different
departments
in accordance
to the
common goal
of the
business
 Degree in
healthcare
management
 A minimum
of 4 years of
experience in
the
healthcare
industry
 Flexible shift
timing
 30 hours
working
schedule per
week
 Related
healthcare
measures
The terms of
employment
will be
validated
through the
smooth
functioning of
the new office
and the
contribution of
the managers in
the same.
Permanent Contributing  Minimum 1  Minimum The permanent

7HRM PRACTICES IN HEALTHCARE
employees to the
performance
of the
different
departments
in accordance
to the
expertise
year diploma
in healthcare
management
 Minimum 2
years of
working
experience in
the
healthcare
industry
completion of
35 hours/
week
 Adhering to
workplace
health and
safety
 Free health
checkups will
be provided
annually
employees are
required to
work for
minimum 2
years in the
organization
before which
they would not
be able to
resign from
their respective
responsibilities.
However, if a
certain
employee
resigns from the
responsibility
before their
tenure a fine of
15% of monthly
salary is to be
paid by the
same.