Hiring Recruitment : Hiring The Best Employees And Retaining Them

Western Health System provided the management staff with good salaries and benefits, but this was not enough to keep them motivated. The managers were looking for recognition, growth opportunities, and additional

The role of human resources is also very important in maintaining an effective health care industry. If the managerial personnel are performing their duties effectively and efficiently in a health care organization, the organization will automatically progress. Additionally, the organization will provide the improved outcomes of the patient health and health care delivery as well. This is so because human resource is also considered as one of the most important inputs to effective health care services. Although there exists a variety of challenges in inducting qualified human resource professionals but there is a strong need to solve this issue. (Kabene, 2006)

The most challenging area Mrs. Dukes faces is staffing. For a well- developed health care system, sufficient, highly motivated and skillful employees are essential components (Saleem, 2015). It is important that we remember people are the most important and valuable asset of an organization. Every position is an important position and it takes skillful and effective people to fill those spots. “Staffing is the managerial function concerned with the procurement and maintenance of human resources” (Dunn, 2010). Having the right staff members is key in running an organization. If you hire individuals who are

Health care administrators play a critical role in demanding medical field. There are many challenges and benefits within the administrator role. A great health care administrator can transform the healthcare organization. Within this in mind, Dionne Epstein agreed to conduct in-person interview to discuss her insight regarding the healthcare industry. Ms. Epstein has a unique background experience in healthcare and administrative services for over ten years. She even worked at Charity Hospital during and post-Katrina here in New Orleans, Louisiana. Ms. Epstein was a perfect candidate to discuss about the healthcare industry because of her educational background and experience.

The approach employed includes surveys and observations from other healthcare settings. Several healthcare institutions have outlined characteristics of successful recruitment and retention programs. Some of these program strategies are: sustained leadership commitment culture centered on employees and patients with other organizations to address workforce strategies, partnerships broaden the base to attract a

The makeup of today’s workforce is changing, it is estimated that the “millennial” generation will outgrow the Baby Boomers to be the largest living generation in the United States. This poses some unique opportunities and challenges for private, public, and nonprofit sectors. For the public sector they will need to understand how this generation wants to engage in the workforce. For the continued success of the San Francisco Controllers office, I recommend to develop strategies for both recruitment and succession planning for this new generation. Understanding current organizational gaps, millennial motivations in the workforce, and capitalizing on this generation’s desire for skill and leadership development, will ensure that the Controller’s Office will be able to carry out their goals for the future.

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WellStar Health Systems is currently the preeminent and largest health care provider in Metro Atlanta. WellStar Health Systems is a not-for-profit institution that is composed of 5 hospitals and an abundance of physician groups. Physician specialty groups included within WellStar are: ENT, Psychiatry, Endocrinology, Pulmonary Medicine, Infectious Disease, General Surgery, Rehabilitation, Pathology, and Rheumatology. WellStar’s organizational design is composed of internal and external factors that define the organization’s size, organizational structure, and processes. Internal and external factors are the basis for influencing managerial conclusions in decision-making. These factors vary from organization to organization and are the

The world of business, to include health care is faced with a myriad of challenges. Recruitment and retention in a highly competitive environment, is an area that institutions are being confronted with to a greater degree than in previous generations. Consequently, no longer do individuals become employed by an organization and stay until their eventual retirement.

An excellent statement about opportunity cost, the hospital where I work, one of the issues the administration is doing is monitoring and replacing strict guidelines in order to limit primary care physicians within the hospital by replacing them with hospitalist doctors.These are doctors that do not practice outside of the hospital. They are hoping that this will limit the waiting time that a patient sees a doctor that is assigned to their

Regarding healthcare, the new “guarantee-payment” system for managers of the Medicare era, it was not necessary to have essential business proficiencies. The United States healthcare industry has over 5,000 hospitals staffed with clinical managers who lack high-level professional skills needed to be successful. As a country, we do not possess the desired skill-set for the job at hand. The goal is to reduce expenses, enhance outcomes and improve the public perception of the care provided.

staff member they bring on (Freel, 2012). In response to this issue, health care administrators need to make sure they vie for the most excellent and top rated recruits (Freel, 2012). The healthcare administrator needs to be proficient when it comes to enlisting and keeping hold of valuable employees (Freel, 2012). In my opinion, I think that this would be a huge obstacle for any healthcare administrator. Especially if they are trying to hold on to a valuable employee, they need to be able to convince that employee that they should stay and accept the pay raise they give them and to not look for greener pastors. One strategy behind recruiting is to maintain a rapport with educational intuitions that offer health related programs (Freel, 2012).

Even though employee retention starts with attracting potential employees, today’s society has placed a new and greater demand for skilled and educated employees as new hires for their companies. These employees, however, are starting to become harder and harder to find. So

One of the most crucial elements of a successful or productive organization is an effective employee selection process. The significance of this process emanates from the fact that how workers carry out their jobs plays a crucial role in determining the level and extent of success of an organization. Due to the significance of an employee selection process, organizations draw candidates for open positions from the labor market. Actually, top-performing or successful organizations draw candidates from approximately 60 percent of the labor market. This trend includes sourcing for passive candidates who would prefer to remain contented with their present job. Moreover, organizations will relatively low or poor performance draws candidates from nearly 40 percent of the labor market and active workforce. An example of a top-performing organization that draws candidates from the labor market is Wal-Mart. The labor market plays a crucial role in employee selection with regards to having a population with the necessary qualifications for working in various organizations.

I have reviewed Alamo Waste’s recruitment, selection, and retention efforts. I have identified some weaknesses. In the recruitment process, weaknesses include using Craigslist, unemployment offices and college job boards. The internet is a very good resource for recruiting, but there are more useful and trust-worthy job sites other than Craigslist. Another weakness is that interviews are brief and the questions depend on the interviewer. The interviews should be structured and consistent (Argosy University Online, 2016).