Comprehensive HR Report: Peter Lougheed Centre Recruitment Analysis

This report provides a comprehensive analysis of the Human Resources practices at Peter Lougheed Centre, focusing on recruitment, selection, onboarding, and compensation. It includes a job description for a Nurse Practitioner, detailing responsibilities, specifications, and performance standards. The report explores factors affecting recruitment, both internal (organizational structure, productivity) and external (competition, legal services, compensation). It examines selection interview processes, including behavioral and situational questions designed to assess key skills. The onboarding program's design and effectiveness are discussed, along with the compensation philosophy and benefits offered to employees. This document also references a comparative analysis with Garda World Corporation's HR practices, providing a broader context for understanding HR strategies in different organizational settings. Desklib offers a platform to access this and similar solved assignments.

COMPANY
OVERVIEW
 Peter Lougheed Centre is
the Canadian hospital
which comes under the
Albarta Health Services.
 The Canadian hospital is
mainly located in
Calgary, Albarta a small
province in Canada.
 The hospital is
established in the year
1988.
 It has around 577 beds.
 It has the average of
more than 240
emergency visits for the
service users per day.

JOB DESCRIPTION
▶Job Title: Nurse Practitioner
▶Reports to: Physician
▶Date: 21st March, 2018
▶Written by and approved by- Manager
▶Job Summary-The Peter Lougheed Hospital is looking for a non experienced nurse practitioner who will be providing high
quality medical treatment and care to the service users.
▶Job duties and responsibilities:
▶Obtaining and identifying medical records
Prescribing medications
 Diagnosis and illness treatment
 Educating the patients
 Administer physical exams
Job specifications: Holding a DNP degree.
Passing in the NCLEX-RN exam
Minimum bachelor degree in nursing
Familiar with the EHR medical charting system
Good communication skills
Observaional skills
 Good judgement
 Good inter personal skills
 Excellent Emotional and behavior skills
Performance Standards
 High quality treatment and care to the service users.
 Meeting the expectations of the organization.
 Competitive with the other nurse practitioners.
Benefits- Membership, discounts, medical insurance plan.
Flexible Benefit- Family health plan
.

JOB ENLARGEMENT AND
JOB ENRICHMENT
 They would be consulting with
the patients on the behalf of
the medical professionals for
managing the health of the
patients in an effective
manner.
 They should also be doing and
providing the counseling
services to the patients as and
when required. This will be
involving the checking of the
psychiatric records and other
information depending on the
type of medications which is
to be given to the patients.
 They should also be providing
special degrees to the other
people.

PLANNING AND
RECRUITMENT

FACTORS AFFECTING RECRUITMENT
 Internal factors
 Organizational
structure
 Productivity
o External factors
 Competition
 Legal Services
 Compensation

EXTERNAL RECRUITMENT
TECHNIQUES
 Internet-This is
cheap, fast and an
effective method.
 Job fairs-This is
where the candidate
can directly interact
with the
organizational
personnel.
 Employee Referrals-
The most of the HR
managers follow this
method in
organizations.

SELECTION

SELECTION INTERVIEW
 The individuals involved in the
selection interview are the HR
practitioner as well the HR manager.
The HR manager should be
presented in each and every
interview of this hospital takes place
as the HR manager should be
providing the best of the decisions
for hiring the proper candidate for
the designation of nurse practitioner
(Parahoo, 2014). In the interview for
the hiring of the candidates applied
for the post of NP, the HR manager
should be looking for the
communication, problem solving,
active listening, proper decision
making and the observational skills
so that they can be able to handle
long hours. The HR manager should
be looking for all the skills they
should have in order to be selected
and hired as the nurse practitioner
at Peter Lougheed hospital.

BEHAVIOURAL INTERVIEW
QUESTIONS
 Talk about the situation when you were the main witness of leaking of medical information from
any hospital. What do you do at that time?
When I am working in a reputed hospital on 26th March 2018, I remember an incident which took
place with mine. I saw one physician is stealing the prescription of a service user from the
laboratory. I have been the main witness of this incident as I was standing beside the lab room
and behind the stairs. At that time I would be reporting to the top management regarding the
incident.
The HR manager checks about the problem solving skills and how the interviewee will deal with
the situation.
 Have you ever been in disagreement in the context of diagnosis with the physician. What do
you do at that time?
Yes I have been in disagreement in the context of diagnosis with the physician. I was not satisfied
with the medical treatment given to a service users suffering from cancer. At that stage the
service users do not want the diagnosis but the physician want that the diagnosis should be
done immediately.
By asking this question we understood its passion, proper judgment and analytical skills.
 How you will contribute to the experience of patients?
I would contribute to the experience of the patients by asking and communicating regarding the
treatment and medications the service user is taking it.
By asking this question I want to uncover the emotional skills and how compassionate is the
candidate. I hope to learn the commitment of the candidate towards the patient’s responses.

SITUATIONAL INTERVIEW
QUESTIONS
 Assume a situation where a patient needs more antibiotics. What you will do in this situation?
A patient who was under my supervision wants more antibiotics. The patient is suffering from
lung disease and the patient needs much more antibiotics than the normal dosage to make the
patient heal quickly.
This question tells us that the candidate can be able to provide the right education and how they
approach towards prescribing it.
 Assume a situation where a service user is not responding positively to the sufficient
medications given to the service user. What you will do at this time?
At the time when the service user is not responding positively to the sufficient situation, then I
need to consult with my physician who was taking charge of the patient and want to get some
confidential information from the service user.
By asking this we want to test its verbal communication and negotiation skills for the candidate.
 Assume a situation where you have done exceptionally well for the patient
I am in a situation where the patient is suffering from dementia and I was taking charge of the
patient. Due to dementia I observed some strange behaviors and have the tendency of
committing suicide. At this time I have made the patient to stay with me for some days in order
to observe the attitude of the patient.
By asking this I would like to learn the positive attitude and how the candidate can be able to
interact with the patients. I am looking to uncover the adaptability skills of the candidate.

ORIENTATION
It is a process that unfolds the time not only just in one
day. In this there is introduction of colleagues about the
work place and about their roles

DESIGNING AN ON-
BOARDING PROGRAM
 Future Planning- The future
planning is done by the
management for the
recruitment.
 Individualization of
Process- The process is
made for the individuals
selected for the desired
post
 Analysis of budget- There
is the need of analysis of
the budget to be taken
place.
 Providing Detailed
Information- There is the
detailed information to be
provided regarding the
company policies and
regulations.

NECESSITY OF ON-
BOARDING PROGRAM
 Coping with work
culture
 Understanding
the expectations
of the new hired
candidate.
 Building good
relationships
with the new
hired candidate.

MEASUREMENT OF EFFECTIVENESS
OF ON-BOARDING PROGRAM
 Punctuality of the employees- This will
help in measuring how punctual and
discipline the employees are.
 Response of the site owners- The
responses from the site owners are
measured through on boarding program
 Feedback from the local people- The
feedback from the local people are taken
for measuring the effectiveness of on
boarding.

COMPENSATION
PHILOSOPHY
 Performance enhancement-
The compensation is
helping to enhance the
performance of the nurse
practitioner.
 Expectations of the
company- The
compensation given to the
nurse practitioner make the
company to except on
behalf of the company.
 To become competitive-
The compensation will help
in making the NPs
competitive.
 Affordable- The
compensation given is
affordable for the NPs.

COMPENSATION
 Base Pay- $20-$25/hour
 Holiday Pay
 Paid breaks
 Overtime pay
 Raise in pay

BENEFITS
 Membership- The
membership plan covers
maximum of 2 members
for the services they
provide it to the service
users.
 Discounts- It provides
discounts up to 20 percent
of the services they are
providing it.
 Medical Insurance plan- It
actually covers medically
required diagnostic
services including
laboratory, radiological and
other diagnostic process
and provide insurance of
25 percent.

FLEXIBLE BENEFIT
 Family Health plan-It should be covering
up to 30 percent of the total coverage
for their family members.