Kettering Health Network: OD Intervention for Improved Recruitment

This report provides a detailed analysis of organizational development and intervention strategies at Kettering Health Network (KHN). It addresses the need for improvements in the interviewing, hiring, and promotion processes within the organization, as well as the implementation of an anti-nepotism policy. The current hiring practices, managed by senior management, have led to accusations of nepotism, resulting in low employee morale and high turnover rates. The proposed changes include utilizing the human resources department for recruitment, incorporating artificial intelligence tools like HireVue for initial assessments, and implementing a blind recruitment process. Furthermore, the report suggests a fair promotional system that acknowledges employee achievements and an anti-nepotism policy to ensure equal treatment and transparency. The aim is to foster a fairer, more motivated, and efficient work environment within Kettering Health Network.

Running head: ORGANIZATIONAL DEVELOPMENT AND INTERVENTION
ORGANIZATIONAL DEVELOPMENT AND INTERVENTION
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL DEVELOPMENT AND INTERVENTION
Abstract
The following paper attempts to provide the finalized draft on the various changes that are
needed in the concerned organization that is chosen by the scholar. The organization that is being
discussed in this paper is Kettering Health Network or the (KHN). The change effort proposed
by the scholar refers to the improvement of the interviews that are held within the Kettering
Health Network, the processes of recruitment and the promotion of the employees and the
implementation of a policy that endorses anti-nepotism. The paper examines the required
changes in the Kettering Health Network and the impact of the changes on the current employees
of the concern.

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Processes for interview and recruitment
The Kettering Health Network is a network that comprises of eight hospitals, the
Kettering College and almost 120 different facilities that aim to serve the residents of
southwestern part of Ohio. The network of health care aims to operate in a not-for-profit
scenario. The network includes over 2100 physicians and 12000 employees. This helps the
patients to gain access to the best quality care in the matters related to the maternity, the proper
amount of the facility that would be helpful in the matters that are related to the fight against the
cancer. The Kettering Health Network is known to be the best hospital in the state of Ohio
(Ketteringhealth.org, 2018).
The effort for the changes that are proposed by the scholar relates to the hiring and the
recruitment processes within the concerned organization. The recruitment processes within the
organization in discussion, is at present handled by the senior management of the departments
within the company. The organization had been accused of practicing nepotism within the
policies of recruitment that are implemented by the company. This has led to the conditions
wherein the majority of the employees have passed over to the higher positions within the
company. This has been the resultant of the situations wherein the senior management has been
hiring their family and their friends in place of the employees who might have been deserving
and the qualified for the concerned post. The majority of the candidates who have been selected
for the higher hierarchical posts within the organization are generally known to be interviewed
for recruitment. The concerned employers have been observed to have been relying on the
employees for their promotion within the company. Hamlett (2018) had opined that “Nepotism is
a form of discrimination in which family members or friends are hired for reasons that do not
necessarily have anything to do with their experience, knowledge or skills. It occurs more

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frequently in family-owned businesses, nonprofit organizations, small companies and the
performing arts than in public-sector positions”.
The majority of the open positions within an organization are not displayed on the official
website of the organization. The organizational management has also been observed to have also
created positions within the organizational hierarchy in order to include a particular individual
within the organization. Hamlett (2018) had further opined that “another tactic of nepotism is to
create job specs that are precisely tailored to the qualifications of only one person - the friend the
employer wants to hire”. The organizational recruitment policies have not faced any changes as
is declared in the recent times. The recruitment strategies that have been followed by the
company in discussion, Kettering Health Network resulted in the development of the hostile
feelings of the inequality within the workplace. This has led to the creation of the low morale
among the employees which has resulted in the high rate of turnover in the departments that are
related to the administrative support as well as the clinical departments of the company.
The change efforts that need to be implemented by the scholar refer to the
implementation of the interviews and the recruitments that need to be conducted by the human
resource department within the company. The scholar further aims to implement the use of the
artificial intelligence for the assessment of the potential employees. Brown (2011) in page 34
opines that “Organizational renewal may be defined as an ongoing process of building
innovation and adaptation into the organization”.
The processes of the recruitment have also been proposed by the scholar. The company is
advised to used the HireVue for the recruitment to the non-managerial positions. The interview
of the concerned candidate would be recorded using the phones, tablets or even webcams. The
candidates would need to answer a maximum of five or six questions. Friedman (2017) states

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that the human resources would review the interviews and if impressive share it with the hiring
team of the organization. However, the direct interviews are required in for the potential
candidates who are to be considered for the executive, clinical and managerial positions. The
next meeting might be arranged with the senior management of the organization in case the
concerned candidate is found to be suitable for the job. However, the software needs a further
evaluation in order to be implemented for the interview in the executive, clinical and managerial
positions.
The organizations are known to have been using the HireVue technology. HireVue
(2018) states that “HireVue is available worldwide in more than 30 languages and has hosted
over six million interviews for more than 700 customers worldwide, including more than one-
third of the Fortune 100 and leading brands such as Vodafone, Intel, Hilton, HealthSouth, Qantas
and Carnival Cruise Lines”. This would in turn help in the minimization of the nepotism within
the country. The other process that has been suggested by the author is the blind process of
recruitment. (Refer to Appendix A)
Promotional measures
The scholar opines that the employees should be provided with the proper promotional
employees. However, at the present times, Kettering does not implement such measures. The
employees are advised to apply for the posts that they would like to get promoted. This would
lead to the alignment of the existing employee for the recruitment along with the other potential
employees of the organization. The scholar believes that this measure might be unfair for the
existing employees of the organization who might have worked hard and earned numerous
accolades. The non-promotion of these employees might lead to the dissatisfaction among the
employees. Brown (2011) in the page number 66 states that “One of the basic underlying

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concepts of motivation is that people tend to behave in ways that provide rewards or
reinforcement”.
According to the scholar this technique might help in the controlling the payment
increments of the employees without leaving room for negotiations. This might lead to providing
better opportunities to the concerned employees for promotion and attract the potential
candidates to the posts wherein the current employees might not be appointed.
The scholar also suggests the implementation of a policy for anti-nepotism. This will help
in ensuring the equal treatment of all he employees of the organization and barring the
managerial employees from influencing the recruitment process. The policy should include the
disclosure of the relationship among the existing employees of the organization and the potential
employees of the organization. According to Muller (2016) “an anti-nepotism policy has become
an essential component of employee relations best practice. For organizations, it underpins
employee engagement, helps mitigate potentially harmful litigation and improves employee
performance and retention. For employees, it promotes a workplace where development is both
encouraged and achievable. It’s an employee relations win-win”.
Conclusion
Kettering Health Network till the year 2018 does not implement the artificial intelligence
in the recruitment policies neither does employ an anti-nepotism policy. Thus, it might be opined
that the company has not been progressing to the implementation of the novel technology. The
scholar opines that the technological implementations might help in the lowering of the hostility
within the workplace, lowering the claims of discriminations as well as creation of fairness sense

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among the employees of the organization. This would also help in motivating the employees of
the organization as well as inspire them to take up leadership roles.

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References
Brown, Donald R. (2011). Experimental Approach to Organization Development, 8/e. 8th
Edition. Prentice Hall.
Friedman, Daria. (June 20, 2017). HireVue’s Compelling Lesson in Using AI to Improve Hiring
Outcomes. Brandon Hall Group. Retrieved from:
http://www.brandonhall.com/blogs/hirevues-compelling-lesson-in-using-ai-to-improve-
hiring-outcomes/ on September 29, 2018.
Hamlett, Christina. (June 29, 2018). Nepotism in the Workplace with Friends. Chron. Retrieved
from: https://smallbusiness.chron.com/nepotism-workplace-friends-13206.html on
September 28, 2018.
HireVue. (May 10, 2018). HireVue Acquires MindX to Create HR Industry’s Most Robust AI-
Based Talent Assessments Suite. Cision PR Newswire. Retrieved from:
https://www.prnewswire.com/news-releases/hirevue-acquires-mindx-to-create-hr-
industrys-most-robust-ai-based-talent-assessments-suite-300646062.html on September
29, 2018.

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Appendix A
Blind Process of Recruitment
The other scholar suggested that the KHN uses the blind process of recruitment of the
employees. The blind process of recruitment does not reveal the personal information of the
potential candidate during the selection phases of recruitment. In this process, several features
that of the potential candidates are not disclosed to the employers. These include the information
about the demographics of the potential candidates, the nationality of the candidates and the
information of the immigration of the potential candidates. According to Manzoni (2015), the
information is available to the employees of the organization only after the selection process of
the potential candidates is completed.
The scholar argues that the blind process of recruitment is a very useful tool for the recruitment
operations of the company. However, the blind process of recruitment does not eliminate the
issue of the nepotism that is practiced by certain companies. In these situations, the employer is
found to be familiar with the potential employee, who is generally a friend or a family member.
Thus, the hiding of the information does not prove to be beneficial enough for the company.