Medical Field Recruitment Analysis

1 Understand the recruitment and selection processes in health and social care or children and young people’s settings

Ever since I went to the hospital in fourth grade, I knew I wanted to have a career in the medical field. After highschool, I plan to go to college and then pursue my job in the healthcare world. My goal is to be successful doing the job that I love. To achieve my goal, I have good people skills and like working with others, and I have done a lot of group work, which will help me in the future. Getting into a group called Club Scrub, a learning experience about different medical careers located at the Monroe Hospital, will also help be choose which specific medical career I want.

“Long wait times could potentially result in worse patient outcomes, greater patient suffering, patient dissatisfaction, more difficulty retaining and recruiting staff, a higher risk of infectious disease outbreaks and an increased risk of medical errors” (Ducharme, Alder, Pelletier, Murray, & Tepper, p. 456). This article explored how the addition of nurse practitioners and physician assistants in 6 Ontario emergency departments could help to reduce wait time, patient flow, and the number of patients who left without being seen (Ducharme, Alder, Pelletier, Murray, & Tepper, p. 455). This study was seen to be the first of its kind in analyzing effects in an emergency department on patient flow by adding nurse practitioners and physician assistants to the healthcare team (Ducharme, Alder, Pelletier, Murray, & Tepper, p. 459). The quantitative study design used for this study was the experimental design since it was based on implementation and evaluation of the effects (Keele, p. 41). The article does not address how the sample size was determined and actually

During each shift assignment the patient’s acuity was not taken into account when the assignment was made by the previous charge nurse. A problem statement and a researchable question are developed. An improvement model, Plan-Do-Study-Act (PDSA), is identified and created as a framework to develop an improved process to assign each nurse to a set number of patients using an acuity ratio. Using a specific framework, a PDSA model (see Figure 1) is created to show the quality improvement model in order to address the nurse-to-patient ratio in order to provide effective and safe

Physician recruitment is the key of a practice to succeed. It is a whole process from finding and hiring physicians to keeping and evaluating physicians. Good physician recruitment will lead to good outcome of the practice. Due to the impact of different factors, there is a shortage of the physicians and this situation will last for several years. If the practice wants to find and keep great physicians, they need to make a different and take actions. Different methods will be introduced throughout each process of physician recruitment.

Wait times before surgical procedures improved 2.4 points (ie, a score based on percentage) from 85.7 to 88.1. Communication of information regarding delays that did occur improved 2.3 points from 85.9 to 88.2. Patient perception of how well staff members worked together improved 1.4 points from 95.8 to 97.2 with statistically significant gains at a .05 confidence level. The overall facility rating improved 1.2 points from 93.2 to 94.4, and ambulatory

Healthcare jobs aren’t always easy to find on your own. The job hunt itself is stressful, time-consuming, and challenging. A recruitment agency that focuses on the healthcare industry is a big help for nurses, doctors, midwives, and other healthcare jobs.

This analysis discusses research on current competencies required by employers for their job recruitment. In addition, I will evaluate the difference between the private and public sectors. Also, I will assess the current competencies required by employers such as: certifications, experience, and education. According to my research from submitting applications to looking at job descriptions of three job postings, I will explain why I been receiving rejection letters.

Methods. This project used questionnaires that were distributed to patients at 6 local emergency rooms, electronic data collected from said facilities, as well as interviews from the nursing staff on duty at the time of distribution of the questionnaires. Data collected was used to determine: 1.) What is general perception\definition of overcrowding, 2.) Average wait times from waiting room to beginning of treatment, 3.) Pt’s impression of care and treatment received,

I want to be in the Medical Professions Academy for a number of reasons. First of all, I want to help people. I want to show them that being sick is not the end. Also, I want to work with families which is what the Medical Professions Academy is. Second, I want to start my education early. I want to start my nursing education in the next

We will now explain what we believe are the causes of the aforementioned problems, which can be broken down into two main areas: recruitment and selection. Before diving fully into the extent of DOC’s recruitment problems, it is important to note that recruitment is defined as the process by which individuals are solicited/enticed to apply for jobs (Muchinsky p. 152). This generally includes increasing both the quantity volume and quality of applicants; things the DOC direly needs to do. There are three main aspects of recruitment: the speed with which applicants are brought in, a low-cost approach, and diversity of candidates. Whilst it is possible to focus on two of these three areas at once, all three cannot be simultaneously achieved unless

When I graduated from UCLA in January 1951 with a B.S. in Public Health, I was draft bait. I began visiting Military Recruiter's stations in Los Angeles. The USAF Recruiter, after I finished all the physical and mental tests, asked me if I had any interest in flying. I said 'yes' and he advised me not to open the draft letter should it arrive in the mail, but to pack light and call him to arrange a trip to San Antonio, Texas at Lackland, AFB. Flying school would be a few weeks off and my assignment was Greenville, Mississippi for AT-6 Training and then Advanced Training at Vance AFB, Enid, Oklahoma in B-25's. Randolph AFB for B29 transition with a 9 man crew. I was the Co-Pilot. Then Topeka, Kansas at Forbes Field Radar and Navigation (B-29).Next

As I began to read and analyzed the Merit Systems Protection Board publication, I realized the federal sector vacancy announcements are different from the private sectors.

The term global health encompasses a range of issues related to health and well being of the people who may be either directly or indirectly affected transcending national boundaries and essentially focuses on improvising and implementing suitable strategies to mitigate and prevent the problems in healthcare at population levels following a multidisciplinary approach fostering health equity among all the nations. The narrowing of the gap between the nations due to fading boundaries and international collaborations has widened the reach of the native inhabitants. Canada is no exception to this effect of globalization and the impact can be found in terms of the public health, ethnic variation, socio-economic status, political and demographic

Organization need to understand how a nursing shortage affects the quality of care and the perception of the organization. A market analysis is a way determining how many nurses and what resources are needed to produce high quality care for the patients. “Marginal analysis is most effective in the setting of an accurate and valid production possible frontier (PPF) or curve” (Jones & Yoder, 2010, p. 45). As an administrator for the nursing units, this would entail assessing the number of nurses on duty with the volume of care provided to evaluate the efficiency of the unit. “Efficiency in medical care is not just a matter of technical excellence and minimizing the cost of production. More often, it depends on how much is produced and which patient gets treated” (Getzen, 2007, p. 27). Organizations need this understanding to maintain the expectations of the patients. Patients expect high quality service, and it is an organization responsibility to provide such resources to get the service done. Patients do not want to hear about understaffing, they just want their needs met. Marginal analysis provides the assessment of the organizations resource inputs and production outputs.