Strategic Recruitment, Selection, and Induction in Healthcare Org

This report details the recruitment, selection, and induction processes within Health care united, focusing on the need for new staff including a Business Development Manager and operational staff. It outlines the HR department's steps in analyzing staffing requirements, obtaining approvals, and advertising job openings. The report specifies the responsibilities of the Business Development Manager and identifies the CEO as a key expert in the recruitment process for this role. It also covers the policies to be reviewed with senior management, such as HR requirement identification and employee screening methods. The recruitment and selection process involves identifying vacancies, preparing job descriptions, establishing a search committee, and conducting group discussions and interviews. The job advertisement for the Business Development Manager role is included, specifying qualifications, experience, and salary details. The candidate assessment process involves resume screening, group discussions, HR interviews, and personal interviews with the department selection committee. Desklib provides access to this and other solved assignments to support students.

Manage recruitment selection and induction processes
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Part A- Staffing
1. In the next 12 months of operation in Health care united, there will be requirement of 5
new employees in daily operations and 1 new employees for management position. This
requirement of new staff is evident from the discussion made by management team in
meeting conducted every month in relation to planning and development of the Health care
united (Collings, Wood and Szamosi, 2018).In addition to that emails have also been sent by
management to HR department in relation to these staffing requirement.
2. Following steps will be taken by HR department in order to satisfy the staffing requirement
presented by the management-
a. First of all HR department will analyse whether there is actual requirement of new
staff according to the workload in the organisation or not.
b. Then approval will be sent to management or any other department that has raised
requirement of human resource capital.
c. HR department will then advertise the requirement in job portals.
3. Job description for Business development manager
Business development manager is responsible to work will all department in the organisation
and prepare strategies for overall development of the organisation. A business development
management will work directly under chief executive officer of the company and always seek
new business opportunities that can be a profitable venture for the business organisation
(Bratton and Gold, 2017). This job will also require constant growth in overall sales by
adding new accounts every month.
4. In case of recruitment and selection of a business development management, CEO would
be the expert that can help in the process of recruitment and selection. This is because CEO
would be working directly above he business development manager in responsibility and
accountability chain. Therefore roles and responsibility required from the new position can be
explained in better manner by CEO.
5. Following questions should be asked from senior management in relation to staffing and
selection process in order to recruit best possible candidate-
- What are the skills, knowledge and education level required in a potential employee?
- What are the special trails that should be possessed by the potential employee?
- What should be the process for evaluating the communication capabilities of the
candidates?
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Specialist required in case of selecting business development manager would be CEO and in
case of recruiting operational staff it would be senior manager in operations. My role this
process would be include the requirements needed from candidate in the process of
recruitment and selection (Ingram et.al, 2015).
6. Following policies will be reviewed with senior manager with respect to HR staffing-
- The process used for identification of HR requirement in the business.
- HR strategies used for initial screening and rejection of employees on the basis of
their resume.
- Process of defining roles and responsibility of new candidate in the organisation.
- Other methods to be used for further elimination of candidates and selection of best
candidate such as aptitude test, group discussion, personal interview etc. (Chaneta,
2014).
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Part B
1. It is established that there is a requirement of a business development management and 5
operational staff in the organisation. Following process would be used for the purpose of
recruitment and selection-
- Identification of vacancy and its justification in the organisation
- Preparing a job description defining roles and responsibility of the potential
employee.
- Establishing a search committee
- Preparation of recruitment plan
- Posting job description on different job portals online
- Inviting selected candidate on the bases on initial screening of their resume.
- Conducting group discussing and selecting employees for interview
- Selection of employee through interview (Holm and Haahr, 2018).
2. Job advertisement
Job opportunity
There is a requirement skilled and experienced employee for the position of one business
development management in Health care united.
Qualification
CA, MBA or ACCA
Experience
Applying candidates must have experience of at least 5 years in the field of business
development.
Salary
Salary will be as per industry standards and can be adjusted according to skill and experience
of candidate.
Interested candidates can send their resume as
[e-mail].
3. First of all the candidate will be assessed on the basis of information provided in the
resume to evaluate that such candidate complies all the criteria provided in job advertisement.
After that a call be made to that particular candidate along with other candidates for the
process of further development. Group discussion will be conducted on a business situation
where a new client is hesitating to enter into a contract with the company and business
development manager has to convince them (Taylor, 2014). After that best candidate will be
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selected for HR interview and then personal interview with department selection committee.
At the time of selection all the terms and conditions with relation to the job will be discussed
with the new employee.
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References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chaneta, I., 2014. Recruitment and selection. International Journal of Management, IT and
Engineering, 4(2), p.289.
Collings, D.G., Wood, G.T. and Szamosi, L.T., 2018. Human resource management: A
critical approach. In Human Resource Management (pp. 1-23). Routledge.
Holm, A.B. and Haahr, L., 2018. 11 e-Recruitment and selection. e-HRM: Digital
Approaches, Directions & Applications.
Ingram, T.N., LaForge, R.W., Schwepker, C.H. and Williams, M.R., 2015. Acquiring Sales
Talent: Recruitment and Selection. In Sales Management (pp. 155-192). Routledge.
Taylor, S., 2014. Recruitment and selection. Strategic Human Resource Management: An
International Perspective, 10(6), pp.139-14.
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