Unformatted text preview: 1 Recruitment Matrix HCS/341 May 23, 2016 Alejandra Sipion-Zapata RECRUITMENT MATRIX 2 University of Phoenix Material Recruitment Matrix Recruitment Strategy or Method Online Job Postings External or Internal External Appropriateness for Health Care The use on online job postings allows the healthcare organization to reach more people in today’s technical world. Online postings reach a much larger pool of potential employees at a lower cost than the use of traditional newspaper ads (Gautam, 2005). Through online job posting, a health care organization is able to reach out not only to those locally; people all over the country have access to these jobs. The health care industry can choose from various online resources to post a position. Gautam (2005) discusses the benefit of using health care focused online websites to obtain better quality candidates. Using these websites helps the organization not to have their posting get lost with other websites that have all job listings. The websites that are recommended are healthcare.hiring.com, healthcarejobstore.com, medcareers.com, and jobscience.com (Guatam, RECRUITMENT MATRIX 3 2005). The benefit of using these websites is the health care organization is provided with widespread search tools to sort through the applicants. The website mentioned above charge a fee for these tools. The benefits of having search tools is allowing the health care organization to reduce the number of applicants based on the needs of the organization. When placing an ad online often-low level or untrained applicants will apply for the job. By paying extra the health care organization is able to identify those who are best suited for the job. Health care organization want to reach out to a wide group throughout the country. Health care organizations want to hire doctors, nurses, and specialists who are top in their field. The use of online postings helps in this search. Employee referrals Internal The use of employee referrals is one of the most commonly used methods that provides excellent applicants and is a highly effective tool in the health care field (Breaugh, n.d.). Employees who participate in the referral program can receive monetary benefits or non-monetary benefits if the RECRUITMENT MATRIX 4 person that he or she refers is hired. Non-monetary benefits include a special parking space for a period of time or extra vacation days. The use of employee referrals is widely used as employee are do not want to destroy their reputation and will only provide an applicant that he or she feels is the best possible fit. The employee is able to provide a detailed description of what the job entails and how the health care organization works. This ensures that the applicant knows what is expected before the hiring process. The employee who referred the individual for the job is going to ensure that he or she is learning the job and working at their best. The use of employee referrals can bring in applicants who were not seeking a new job, yet the person possess the skills needed to fill the position. Using the employee referral system costs the health care organization very little money and provides excellent candidates. Job Fairs External A health care organization can conduct a job fair to recruit potential employees. One of the benefits of job fairs is to ensure that the organization is going to one RECRUITMENT MATRIX 5 that will draw a large amount of people searching for a job. Local job fairs are highly publicized within the community with radio, television, colleges, military bases located nearby, and employment agencies. The benefit of going to a community wide job fair means that there is little cost to the health care organization. The health care organization can conduct job interviews at the job fair reducing the time that would have been spent interviewing the potential applicants over a longer period. Job fairs provide the health care organization with promoting the services that they provide both to the potential recruit as well as to those who are looking for health care options. The health care organization is not only looking for health care employees, the organization needs to hire employees who work in other areas of the organization that do not require a medical background. A health care organization requires a wide variety of employees from janitors, maintenance, public relations, and a large variety of other sources. The job fair will help to promote those other positions that RECRUITMENT MATRIX 6 one may not have considered prior to the job fair. Job fairs also provide the health care organization to seek those who are want to enter the workforce, who have recently left the military, or graduated from a college or other training programs. RECRUITMENT MATRIX 7 RECRUITMENT MATRIX 8 Job Analysis, Descriptions, and Specifications The HR department plays an important role in gathering information from using the workflow analysis to create a job analysis. The job analysis process consists of gathering all of the information necessary from the organization of information about each specific job (GómezMejía, Balkin, & Cardy, 2016). The process of job analysis involves following six different steps (Society for Human Resource Management, 2012). The first step is to incorporate employees and have each employee fill out a job analysis form about their duties. The second step involves talking to each employee and identify the duties and responsibilities of his or her job. In the third step, the HR department will gather information about each task and the amount of time spent on a task with logs. The fourth step is watching employees perform his or her job at various times of the day and identifying how long the task takes to complete. Conducting interviews with employees, patients, managers, and supervisors who are interact with the employee completing the job for the fifth step. The sixth step involves comparing the job with other jobs within the department to establish where it lands in the pay scale. The result of a job analysis will provide you with the next two factors, job description and job specification. A job description is a written document, which describes the statement of the job analysis. (Gómez-Mejía, et al., 2016). The job description identifies what specific skills are necessary to perform a job within the health care organization. Job descriptions clearly establishes the required duties, coworker relationships, and what department the job will be located. A detailed job description will clearly state each phase of work that the job requires and the responsibility of the worker to complete the given tasks. A job description should provide the applicant with information on any work hazards, the use of tools, the use of equipment, and the level of working conditions. A performance standard for the new employee can be established by using the job description as a guide. RECRUITMENT MATRIX 9 The last part of the creating a job for a health care organization is another written document called job specifications. The job specification will state what physical capabilities and requirements to perform the job. This can include the health, size, weight, and vision of a potential employee. Another part of the job specification is to state what intellectual requirements are needed to complete the job. It can require testing of certain abilities to include math skills, computer skills, or any other abilities that are required to complete the job. Behavioral and mental status are listed in the job specifications. In the health care field, it is crucial to identify any weakness that may interfere with the potential employee conducting his or her job properly. The ability to work in stressful situations, the ability to work with others, and what a person is required to look like while on the job. Job specifications details more of the abilities required on the part of the employee to ensure he or she can complete the job tasks. We have learned that the core of every job is developed in the job analysis process. The HR department has to ensure that the proper research is conducted to ensure that the department has all of the information needed to fill a position within the health care organization. Through the process of job analysis, job description and job specifications are created. The more that is put into the job analysis process the more likely the health care organization is going to recruit the best possible employee. References Breaugh, J. (n.d.). Recruiting and attracting talent: a guide to understanding and managing the recruitment process. Alexandria, Virginia: SHRM Foundation. Retrieved from RECRUITMENT MATRIX 10 https://www.shrm.org/india/hr-topics-and-strategy/talent-acquisition-and-peopleflows/sourcing-and-recruiting-external-andinternal/Documents/1109%20Recruiting%20EPG-%20Final.pdf Gautam, K. (2005). A summation of online recruiting practices for health care organizations. Health Care Manager, 24(3), 257-267 11p Gómez-Mejía, L. R., Balkin, D. B., & Cardy, R. L. (2016). Managing human resources (8th ed.). Pearson Learning Solution Society for Human Resource Management. (2012, May 31). Job Analysis: How do I conduct a job analysis to ensure the job description actually matches the duties performed by the employee in the job? Retrieved May 23, 2016, from https://www.shrm.org/templatestools/hrqa/pages/conductjobanalysis.aspx ...
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1. Individual Assignment: Legal, Safety, and Regulatory Requirements Paper
· Resource: Legal, Safety, and Regulatory Requirements Paper grading criteria on the student website
· Prepare a 700- to 1,050-word paper examining the effect of legal, safety, and regulatory requirements on the human resource process as they relate to the following statement:
Common sense and compassion in the workplace has been replaced by litigation.
To do this, consider the historic work place (what was the situation in the 1920’s, 30’s 40’s), the evolution of regulations, and today’s legal and business environment.
· Explain why you agree or disagree with the above statement.
· Focus on employee-related regulations established by the U.S., such as, Department of Labor, the U.S. Equal Employment Opportunity Commission, the Americans with Disabilities Act of 1990, and the Department of Homeland Security.