Report on Healthcare Recruitment & Selection
Added on 2020-05-04
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Running head:REPORT ON HEALTHCARE UNITED 2017 1Report on Healthcare United 2017 for Recruitment and SelectionNameInstitutional Affiliation
REPORT ON HEALTHCARE UNITED 2017 2Report on Healthcare United 2017 for Recruitment and SelectionIntroductionThe policies for healthcare for the year 2016 seems to be a bit contrary to the currentHealthcare united policy for 2017 and therefore it needs some adjustments in order to be in linewith the present policies and procedures. Despite the fact that it seeks to employ a lot of peopleto do the work that they want to be done in a professional way by professionals, it should seek toemploy the employees it wants who are qualified and who will fit in the posts they will be posted(Pynes & Lombardi, 2011). According to the 2017 Healthcare United, it aims to employ anadditional 500 healthcare professionals to expand its operations and to provide quality services tothe growing influx of the clients.The Objective of the report.The key purpose of carrying out the report was to analyze the policies and procedures ofrecruiting and selecting processes for new employees into an organization that is in line with theHealthcare United 2017 legislation.Terms of reference.The report was carried out with reference to the 2017 Healthcare United legislation thatsuggested the 2016 Healthcare United policy to be adjusted and reviewed in some key areas thatseemed to be cumbersome and perceived to be time consuming. This will help in makingadjustment in future so as to avoid time lost while handling the outdated procedures.Procedure. Steps taken.The steps that were taken were meant to bring back a new dimension in acquiring newstaff and handling the clients in the healthcare systems. The procedure that was involved in the
REPORT ON HEALTHCARE UNITED 2017 3report in the report are as follows in the recruitment and selection of new staff according to the2017 Healthcare United is as outlined below:1.Time frames.The time frame for every stage of recruiting, selecting and employing the new staffshould be followed and it should be allocated appropriately so as to avoid much time on lessimportant things.2.Personnel involved in recruiting and selecting.The manager should assume major responsibility for the recruitment and selection of thestaff, the training of the required personnel and the supporting documentation from thesuccessful staff after undergoing through the interview and making to the next stage (Bottomly,2011). This helps to save on time, resources and space for doing other things. Here, the HumanResource department will support managers while handling this role as it’s for the organization.The timeframe for recruitment and selection will be two to three weeks maximum and does notinvolve a lot of procedures as it’s the case with the 2016 Healthcare United procedures thatrequires one to get the ‘permission to recruit form’ something that seems to be quite cumbersomeand time consuming (Arthur, 2012). Thus all the vacant positions will be advertised internallyand externally for a period of ten working days unless special exemptions apply and theinformation given to the manager within the stipulated timeframe and be advertised online and inleading national newspapers (Bartram, 2000).3.Job offer.Healthcare united interviews are to be conducted by the departmental managers that bestplaces the newly acquired staffs according to their efforts and where they fit well. This interview
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