Employing and Keeping the Most qualified Employees
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Employing and Keeping the Most qualified Employees
The operations of healthcare facilities around the world have continuously faced several challenges. The population and healthcare needs have been growing over time, and countries are continually struggling with getting adequate numbers of skilled and trained health professionals, mostly nurses. Top management is facing some of the most trying moments trying to attract and retain experienced employees. The quality and productivity of any organization depend on the ability of the firm to manage human resources (Brown, 2020). In addition to recruitment, retraining, and even retention, there is also the aspect of appraisal, compensation, and motivation. While several dynamics determine the success of the health facility, HR plays a critical role. Developing critical strategies for success would depend on understanding the needs of the hospital and attracting the best-qualified individuals.
Part A: HR Strategies.
One of the essential strategies critical for the employees is to reach out to the best and most qualified cardiac surgeons and specialists to join the Washington Memorial. Several approaches can be used to reaching to such groups. The procedure would involve several significant strategies.
Employee referrals
Survey results show that employee referrals are the most commonly used and best way to reach the best-qualified staff. The current employees are the most promising source of finding new hires for several reasons. First, the current employees value their reputation, so they would focus on generating individuals they believe would employees that are exceptional. Besides, current employees are more likely to provide practical information about the prospective job application so that applicants can make more informed decisions (Brown, 2020). Lastly, current employees can effectively bring job opening information to individuals who are not actively searching for a job but have the requisite skills.
Organization’s website
An organizational website would also one of the most effective ways to reach out to prospectus employees. Although the method could provide more reach out, the firm must realize that this could not be the only way to reach all the intended groups. However, in focusing on the website, several aspects should be of much interest. The website post should grab attention with the effective use of colors and uncluttered design (Deshpande, 2020). It should also be easy to navigate. The post should include information of importance to the job candidate like duties and location. It should also provide an easy way to apply. It should notify the application that their application has been received. However, the websites are not the only way to reach out to the clients.
Job Board
Job boards would also provide an effective reach to the targeted audience, although it should not be relied on. However, it can help to reach out to the prospective applicants that might not be reached used the digital media platforms. However, complementing this approach with College recruitment would help reach out to the most critical applicants.
Social networking sites
Social network sites for recruitment purposes have exploded in recent years. Research shows that social media communication tools have changed communication’s nature (Ewing et al., 2019). One of the changes is that it has become much more comfortable for the organization to reach passive job candidates. Secondly, employers are no longer troubled by trying to provide extensive information with the concern of the costs. Besides, it has become much more comfortable for employees to customize the recruitment message to reach specific groups. Lastly, the sites allow employers to build a relationship with prospective job candidates even before they become part of the company. The HR team should thus seek to use this approach as the most effective way to reach out to the employees.
Apart from ensuring that the information reaches the right applicants, it is also essential to ensure that there is accuracy in the applicant position expectations. To generate a large pool of applicants, the job offers must appear as attractive. However, the challenge with this approach is that as the recruits get more aware as the process progress, some of the interested individuals might withdraw after the organization has spent considerable enormous resources. Instead of making the job more unrealistic, the post’s focus is to make the offer as realistic as possible. The center should more on targeting the specific group of applicants rather than having a huge pool that would only increase the hiring costs.
Section B: Recruitment Strategy
After having advertised and reached out to the targeted clients, the next step involves getting the most suitable individuals. The most crucial step in the recruitment process is to decide on the individuals to hire. The way the question would determine the publication approach, the recruiters to use, and the message that should be used. If the organization fails to address the people they want directly, there is often a risk of missing the exact individuals that would make the most desirable employees. At the same time, there is little research on the area, some of the essential recommendations that HR should focus on, including experience, skills, education, and other work-related attributes. While these are the vital aspects, there is still another aspect that would help select the most appropriate individual. One of the critical elements that would require determination of the most qualified individual should include position insight and self-insight. There is no company seeking to employ individuals that are not fit either in their expectation of rewards or their skills (Lee et al., 2020.) Therefore, the two most important factors that should define a candidate are their understanding of what the position entails or position insight and the candidate’s awareness of their talents or their self-insight. Figure 1 can help to show the most critical aspects that should determine the hiring of an employee.
Figure Critical aspects that determine the selection of the right skill
From the figure, one of the most critical aspects is hiring former employees. Such employees have both self-insight and positional insight. Former employees have the added advantage of generally needing less transition time to perform unusually without required so much training. However, it is also essential to factor in the factor of the geographic location. The current challenge that the organization has been facing is its location. Therefore, it makes it critical for the firm to focus on offering incentives in terms of housing and other benefits that can convince the prospected employees of the benefits that they might get working with the firm.
Section C: Compensation and Benefits
Compensation and Benefits
In developing an adequate compensation and benefits approach, the following are the key issues to be followed. With resources available being quite limited, there is a need to focus on budget allocation. HR must understand how the company budget is structured when it comes to compensation. The importance of this understanding is that it helps to know how the money is spent. Keeping compensation and benefits balanced is critical in making sure that the firm can continue to strategically to its goals.
Another critical aspect that can help the firm achieve success in its strategy is to review employee compensation. Most firms only focus on discussing the employee’s salary only at the end of the years. However, the organization needs to focus on a quarterly review of the compensation practices. The approach would make the firm more attractive for the most qualified and skilled individuals.
Another critical aspect of success is to pay high-performance employees well. While some organization offers, standard pay for every employee according to their categories, and occupation, focusing on performance is one critical aspect that can increase productivity. The point is crucial in the compensation and benefits and the retention of the existing employees. Employees who feel that they are not paid what they deserve often leave the firm looking for one that aligns with their belief. Therefore, the hospital’s focus should be more on getting the best and making sure that it can retain them.
However, in setting up the compensation, there ate critical factors that the HR should focus on. Managers need to raise wages based on several factors.
- Competitive analysis: the firm should focus on a summary of what people in similar occupations are making per week year or hour in other organizations.
- The cost of living should also be another focus of the compensation approach. The compensation that they should be offering should reflect the cost of living in the region.
- Labor negations are also another aspect to consider. The organization should focus on collective negotiation when dealing with employees that are members of labor unions.
The other aspect is the personal qualifications. One employee can command a higher salary because of their levels of skill. The last element that should be used to determine how much one can get is supply and demand. In the cases that the firm is hiring a cardiac specialist that are qualified, and they are in low supply, they can increase the compensation. The need to focus on benefits is critical in ensuring that the firm would keep the best-qualified individuals.
Strategic Health Care HR
Part D Training and Development
In the contemporary business world, many firms require skilled employees who will be highly productive in their specific jobs. Employee training is a program that focuses on teaching the individual on the particular skills necessary for the job. For the case of Washington Memorial Hospital, highly trained cardiac surgeons and specialists are required to make it a center of excellence in providing health care services. Development tends to become expansive since it emphasizes on the growth of the employee to promote future performance. However, employee training and development is a term used to describe the efforts of a firm that focuses on enhancing employee performance in their workplaces. Many business owners have realized that investing in employee training and development is a strategic technique of achieving and producing a highly-skilled workforce. This promotes the performance of the business due to the efforts put forth by the workforce. For the case of Washington Memorial Hospital, HR should ensure that all employees are trained adequately, depending on the working stations. However, they should be separated since each of them will be working in a different department of the hospital. Surgeons and other cardiac specialists should be trained by a qualified individual who would ensure that the lessons will result in significant changes in the hospital. This way, the hospital will attract patients from all over the region, and many surgeons will be required. Besides, this will illustrate the efforts made to keep the workforce productive, and many other specialists will want to work around productive people.
Training and development are essential for positive employee retention within the hospital. Many firms face challenges in hiring and employee retention because, over a while, employees tend to get used to the job making it less enjoyable to become productive. Here, they often resign and leave to look for greener pastures, where they will get job satisfaction. Employers often suffer because they lose out on skilled and valuable employees who take the business to the next level. Therefore, offering training programs within the employment contracts assures the employee of their value in the hospital. This will foster loyalty and, eventually, retention. The reason is that employees who have achieved job satisfaction are less likely to move to other firms. Besides, they realize their importance in the hospital, when such programs are presented because they feel valued rather than expendable. Notably, training programs have used as competitive advantages in business when hiring such that those who lack it get fewer chances of employment. Therefore, the hospital employees will understand the benefits they have when they will be offered training on their specific tasks. Due to this, the majority will remain working at the Washington Memorial for a long time.
Additionally, training and development increase engagement between employees in the workplace. Feelings of dissatisfaction and negative working habits can result from idleness and boredom in places of work. Here, employees demotivated and fail to become productive since they have a negative attitude towards the job at hand. It thus becomes difficult to have an excellent working environment since individuals already feel bored. Frequent training programs and initiatives will aid in preventing boredom and idleness at work. This is because employees will interact with others; they may never have had a chance to meet due to the working conditions. People require constant motivation from their colleagues at work to help them achieve their targets. Besides, they assist in the re-evaluation of the employees’ growth and skills. Training initiatives enable the hospital’s HR to track its employees’ progress in terms of skills and grow in their specific tasks. Through these programs, employees interact and form relationships that enable them to create a better working environment. This further prevents idleness and dissatisfaction in their jobs.
Part E
Employee Relations
Employee relations programs are HR’s strategic techniques used to ensure that the company’s mission is achieved. It focuses on the efforts that manage relationships between the employer and the hospital employees. The relationship that exists between employees and employers is crucial for the growth of the business. This is because the workforce is an essential part of the hospital’s operation, such that it is non-operative without workers. Washington Memorial hospital’s HR is required to promote positive and productive relations with the workers. An organization that has an effective employee relations program tends to offer equal treatment to all workers. This encourages employee loyalty towards the company, which further enables it to develop in its services. For the hospital’s case, employees will feel valued regardless of their working stations since they receive equal treatment. Having good employee relations is essential to the hospital. This is because it enhances productivity, employee engagement, and motivation among employees.
Excellent communication is one of the most critical elements of successful relationships within an organization. In any relationship, disclosure is necessary to enable people to understand the dynamics of the business. Since employees spend a lot of time at their workplace, they should feel comfortable with the administrators to complete their tasks and achieve their targets. Engaging employees in the hospital’s affairs and allowing them to share in thoughts is an excellent way of enhancing the development of good relations. Through this, employers show concern and care to their employees, which is a unique way of creating a better working environment. Washington Memorial hospital’s manager should try to engage the workers on issues of the hospital and how they may affect their jobs. This way, the employee tends to feel more like a stakeholder rather than a mere employee of the hospital.
Furthermore, employee recognition aids in creating a workplace that is committed to employer/employee relations. Gratitude is a significant pillar in building great relationships within a business environment. Many employees in various firms are starved of appreciation and gratitude, which tends to result in demotivation. Besides, they often feel undervalued since they put a lot of effort into their work, and no one appreciates that. This is the very reason why an employee commits a theft in a company they work for, especially in the accounting department. They receive little paychecks that are inadequate to sort their bills (Mayfield, et al.,2016). Many of the workers that feel unappreciated become depressed and frustrated, which impacts on their jobs. The hospital’s HR should emphasize appreciating its employees in terms of bonuses, awards, and other benefits. This will keep them motivated and become more productive in their tasks. However, employee recognition requires that the manager develops working relationships with the employees. This makes it easier for them to relate to social and corporate contexts. This will thus promote the employer/employee relations within the hospital.
In conclusion, the hospital’s HR is essential for the primary roles of hiring and training of staff. Since the Washington Memorial is getting revamped, it aims at achieving specific goals in its development. HR is responsible for ensuring that the appropriate staff is employed, trained, and retained using several strategies. To attract the best specialists to the hospital, it should be offering competitive salaries to these individuals with compensation and benefits. This will further attract patients to receive treatment from the best, thus leading to more income. Training employees will enable them to develop their skills and illustrate the value that the hospital has placed on them. Through this, the hospital will attain higher employee retention, which is an added advantage. Employee recognition and communication gives access to a productive environment for employer/employee relations in the hospital.
References
Brown, S. F. (2020). Strategies Health Care Leaders Use to Implement Strategic Change Initiatives Successfully.
Deshpande, M. (2020). A study of talent acquisition practices in its industry: Innovations in HR strategies. ACADEMICIA: An International Multidisciplinary Research Journal, 10(6), 591-604.
Ewing, M., Men, L. R., & O’Neil, J. (2019). Using social media to engage employees: Insights from internal communication managers. International Journal of Strategic Communication, 13(2), 110-132.
Lee, S. H., Lee, T. W., & Phan, P. H. (2020). Prosocial Advocacy Voice in Healthcare: Implications for Human Resource Management. In Research in Personnel and Human Resources Management. Emerald Publishing Limited.
Mayfield, M., Mayfield, J., & Wheeler, C. (2016). Talent development for top leaders: three HR initiatives for competitive advantage. Human Resource Management International Digest.