Human Resource Management in Healthcare

In order to attract qualified candidates in a modern, competitive market, it is necessary to guarantee that employment information is appealing and easily available to them. It is the job of human resource management to ensure that an effective recruitment plan is in place in order to obtain potential candidates. Furthermore, all candidates are expected to go through similar experiences in order to avoid situations of bias or favoritism. During the process, recruits should feel respected and appreciated so that they are comfortable expressing themselves and participating in any allocated activity (De Cenzo, 2010). The focus of the paper it develops a recruitment plan for the position of a new Registered Nurse in regards to the position of a human resource director to demonstrate the facets affiliated to the recruitment process.

Job Summary

Job Description of a registered nurse

The nurse is expected to deliver and take charge of the care of patients, inform the patients and the public on various diseases, in addition to giving advice and providing emotional support to patients and their caregivers.

Job Qualifications

Monitoring and reporting changes in the health conditions of patients

Recording and maintaining the health records of patients

Ordering and assessing the diagnostic tests of the conditions of patients

Keeping check of any vital signs in patients

Making modifications to the treatment plans for patients in regards to conditions of patients

Supervising medical practitioners that are less skilled and specific units

Developing care plans for patients with other medical practitioners

Observing every aspect of patient care

Assisting in the provision of health education and implementation of health programs

Providing assistance to patients in regarding examinations and delegating treatment

The following specialties will be added advantages

Acute Care Nurse

Genetics Nurse

Addiction Nurse

Allergy Nurse

Gastroenterology Nurse

Genetics Nurse

Geriatric Nurse

Qualifications

Associate of Applied Science in nursing degree

High school diploma or GED

Licensure or certification

Recruitment Plan

Strategy

Description

Possible tactics

Online Recruitment

A vast rate of workers procured by employment agencies for section level occupations, are looking for their first jobs in their career Many are youthful, either new out of school, hoping to set up another profession, or moving to another zone. The daily newspaper requires advancements stay not a compelling deployment job advertisements aimed at the mainstream of today's applicants. Citing primary assertions online are extra powerful and temperate than applying most conventional forms of dissemination (Jiang et.al, 2012).

www.jobs.net

Targeted Recruitment

The perspective is to have a diverse work force whereby specific skills are targeted (Jiang et.al, 2012).

Using job fairs

Internship

Interns some of the time are paid a stipend, yet in many situations, satisfy a scholastic prerequisite of the University. In spite of the fact that supervisors must invest energy regulating and organizing interns, the possible result has "known" candidate who knows about the work environment (Jiang et.al, 2012).

Interns that come for training at the hospital

Realistic Job Previews

Realistic Job Previews are intended to keep candidates from taking occupations that they are less aware of or not qualified to perform. A Realistic Job Previews is an enrolling apparatus intended to diminish "early" turnover by imparting both the alluring and the undesirable parts of a vocation before candidates acknowledge a vocation offer. Realistic Job Previews can be in terms of recordings, pamphlets, flyers and oral introductions (Jiang et.al, 2012). .

Developing a Realistic Job Preview

Improving Recruiting Flexibilities in Complex Centralized Systems

Most of the public recruiting agencies tend to have rigid systems that exhibit challenges when it comes to attracting and upholding the interests of potential candidates. Nowadays, it is common for applicants to use the internet in searching for jobs. Most of them lack interest in jobs requiring exams or those with a long waiting period. Most of the inflexible systems keep away potential candidates. It, therefore, calls the need for using flexible systems (Jiang et.al, 2012).

-Search for Central HR agency support for hiring flexibilities

-Shift to online recruitment

Interview Questions

Describe yourself in a few sentences?

What interests you in the public health sector?

How long have you been a nurse practitioner?

What are your areas of specialization?

What are the reasons for leaving your current job?

Where do you view yourself in ten years?

Why should you be considered for the position?

What is the most challenging part of being a nurse?

How can you handle a stubborn patient?

Has there been any complain regarding your conduct?

What are your strengths?

What are your weaknesses?

What was your biggest failure in your previous job?

What was your biggest achievement in your previous job?

How have you progresses your knowledge?

Describe your supervisor

How was the relationship between you and your supervisor?

What is your motivation in the nursing profession?

What brings you satisfaction in the work place?

Describe your salary

References

DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2010). Fundamentals of human resource management. New York: John Wiley.

Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management Journal, 55(6), 1264-1294.