Report On Healthcare United 2017

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Report On Healthcare United 2017

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Report On Healthcare United 2017

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Discuss about the Report on Healthcare United 2017.

The policies for healthcare for the year 2016 seems to be a bit contrary to the current Healthcare united policy for 2017 and therefore it needs some adjustments in order to be in line with the present policies and procedures. Despite the fact that it seeks to employ a lot of people to do the work that they want to be done in a professional way by professionals, it should seek to employ the employees it wants who are qualified and who will fit in the posts they will be posted (Pynes & Lombardi, 2011). According to the 2017 Healthcare United, it aims to employ an additional 500 healthcare professionals to expand its operations and to provide quality services to the growing influx of the clients.
The Objective of the report.
The key purpose of carrying out the report was to analyze the policies and procedures of recruiting and selecting processes for new employees into an organization that is in line with the Healthcare United 2017 legislation.
Terms of reference.
The report was carried out with reference to the 2017 Healthcare United legislation that suggested the 2016 Healthcare United policy to be adjusted and reviewed in some key areas that seemed to be cumbersome and perceived to be time consuming. This will help in making adjustment in future so as to avoid time lost while handling the outdated procedures.
Procedure. Steps taken.
The steps that were taken were meant to bring back a new dimension in acquiring new staff and handling the clients in the healthcare systems. The procedure that was involved in the report in the report are as follows in the recruitment and selection of new staff according to the 2017 Healthcare United is as outlined below:

Time frames.

            The time frame for every stage of recruiting, selecting and employing the new staff should be followed and it should be allocated appropriately so as to avoid much time on less important things.

Personnel involved in recruiting and selecting.

The manager should assume major responsibility for the recruitment and selection of the staff, the training of the required personnel and the supporting documentation from the successful staff after undergoing through the interview and making to the next stage (Bottomly, 2011). This helps to save on time, resources and space for doing other things. Here, the Human Resource department will support managers while handling this role as it’s for the organization. The timeframe for recruitment and selection will be two to three weeks maximum and does not involve a lot of procedures as it’s the case with the 2016 Healthcare United procedures that requires one to get the ‘permission to recruit form’ something that seems to be quite cumbersome and time consuming (Arthur, 2012). Thus all the vacant positions will be advertised internally and externally for a period of ten working days unless special exemptions apply and the information given to the manager within the stipulated timeframe and be advertised online and in leading national newspapers (Bartram, 2000).

Job offer.

            Healthcare united interviews are to be conducted by the departmental managers that best places the newly acquired staffs according to their efforts and where they fit well. This interview from the selected trained panel exposes the new staff to the reality that they will meet in the field they are yet to join and work on delivering their services to the client.

Feedback to Applicants.

After the process of interviewing the new staff is over, it’s the responsibility of the manager to select the staff subject to reference. It saves time for a lot unlike the case with the Healthcare United policy that takes additional time with those who were unsuccessful.
Thus, HealthCare United 2017 has brought a new revolution to the staff acquiring and should be adopted widely as it an equal opportunity employer and fast (Bernerth, 2005).
Throughout the report, it was found out that a lot of time is consumed while using the 2016 Healthcare United procedure because of its lengthy and tedious steps, the HR is involved in the advertisement of the vacant positions within the organization, short listing takes a lot of time of upto five days, a lot of time is consumed while preparing the interview and also it takes abit longer to interview an applicant and it takes up to two days to complete the shortlisted candidates.
It was also found that a lot procedures are involved all through the interview time which involves a lot of staffs from different ranks in the interview something that seems to be lengthy, reference checks are also done during the selection process. Moreover, it was found out that the candidates who were unsuccessful are provided with feedback after the interview by having a meeting with the HR.
During the period of conducting the report, it was observed that despite the ingress of modern methods of recruiting and selecting the new staff, there is still the need to educate and introduce the new methods of recruiting and selecting new staff. This will enable easy and smooth flow of activities involved right from the time a position is advertised to interviews, selection till it gets to the training of the newly acquired staff into the organization. During the research on the report, it was discovered that after the whole process of recruiting new staff members into the organization, the candidates who were not successful are contacted and given feedback. The HR is also handed copies of notes about the unsuccessful candidates. To be in line with the 2017 Healthcare United legislations, the 2016 Healthcare United need adjustments in the following areas in order to offer quality services with each passing day:
The recruiting and selecting process.
The recruiting and selecting process should involve acquiring only best and most qualified and trained human resources available for the clients in order to offer the best services that the clients desires to have. This is achieved through the acquired labor and they should strive towards bringing out the best from the working team.

Technology Advancement.

The Healthcare United act for 2016 should have with them the latest or modern technology for the services to be rendered because technology changes with every passing day and they should stay updated with the changes. They should also innovate the culture of that will build its name in and around the organization and its environs. Through innovative practices, up-to-date advancements and customer care to the clients, it helps build confidence and reliability from the clients as they receive the best services according to their needs and satisfactions.

Facilities Available.

            The facilities available should cater all the clients without sidelining any one whether young, old or who are mentally and physically challenged and should be the best as it’s a competitive environment. The procedures for handling and service delivery should be given priority and administered in a professional way so that the facility can build a good reputation and have a good public image (Blacksmith & Poeppleman, 2014).

Feedback to unsuccessful applicants.

A good employer should select and recruit the staff that it can handle right from selecting those to invite for interview till the time for giving the feedback. Thus, giving feedback to those who did not make to the other level should be left out because it seems outdated. It should rather be replaced by time to train and equip the newly recruited members into the team (Burt, 2004). Consequently, it does not comply with the current legislation and therefore should not be applied in the current legislation because its cumbersome ,time consuming and may have some overhead expenses to the organization (Elearn Limited, 2009).
The areas to be revised from the 2016 Healthcare United are meant to bring out the simplicity of acquiring new members into the organization, filling the left positions in the office among others. The recommendations include the:

Filling the vacant positions in the organization.

The element of time should be considered because a lot of time that is used to look for new employees should rather be used in other activities that may bring henceforth benefits to the company. Thus the vacant positions should be filled within the shortest time possible in order to save on time as is with the case with the 2016 Healthcare United policy (Delanty & Engin, 2003).

Technology adjustments.

The organization with long term goals and objectives should have modern technological advancement in order to survive and counter competitors because in this competitive environment it’s all about the services that you offer your clients (Ambrose & Rosse, 2003). Personally, I suggest that new and advanced techniques should be integrated into the service deliveries to both the clients and the staff.

Short listing and recruitment of new staff.

The process of short listing and recruiting new staff should be as done within the shortest time and should avoid a lot of time consuming activities but should rather use the spare time in other activities. Through this, delay time is minimized to the lowest level possible.

Interview preparations.

The process of interview should be done within the shortest time possible. This will give the trainers sufficient time to prepare themselves well enough both psychologically and also have their trainees made familiar with what they are going in their respective fields. This will help in focusing the time and the newly acquired skills, knowledge and efforts in delivering the services to the clients and staff.
Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. New York: AMACOM.
Ambrose, M.&,Rosse , J. (2003). Procedural justice and personality testing. An examination  of concern and typicality. Group and Organization Management, 28(4), 502-526.
Bartram,D. (2000). Internet recruitment and selection: Kissing frogs to find princes.International Journal of Selection and Assessment, 8(4), 261-274.
Bernerth, J. (2005). Perceptions of justice in employment selection decisions: The role of   applicant gender. International Journal of Selection and Assessment, 13(3), 206-212.
Blacksmith, N.& Poeppleman, T. (2014). Three ways social media and technology have changed recruitment. The Industrial Organizational Psychologist, 52(1), 114-121.
Bottomly, L. (2011).Social Media: New Opportunities and Headaches. Employment Law Seminar, Atter Wynn LLP, 1-13.
Burt, L. (2004). Recruitment revolution. Personnel Today, 31.
Delanty ,G.& Engin, I. (Eds.), (2003). Handbook of historical sociology. London: Sage
Elearn Limited (Great Britain). (2009). Recruitment and selection. Amsterdam:      Elsevier/Pergamon.
Pynes, J., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco: Jossey-Bass.

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