Selecting the employees in a company is very crucial part just like the strategy of marketing because these personnel will be the key person for the success and further growth of the company. In selecting the right person for the right job or position, there are certain factors to be considered to achieve this. This part of the paper will try to analyze some key points and concepts in achieving a strong personnel group in a healthcare industry. Job Analysis
To start the job analysis for healthcare personnel, these are the factors to consider by the human resource (HR) person. First is that, the applicant must be competitive in terms of his or her background. The HR must give priority to the applicants who came from prestigious medical schools. This is because; these applicants went to a harsh training during their college days. They have high quality of medical education which they can apply when they are given the chance to be hired by a given healthcare institution.
After grouping the applicants in terms of their academic performances and where school they came from, the next factor to consider is, if they are capable on general or specific work. This means that
Need essay sample on "Help organizations"? We will write a custom essay sample specifically for you for only $13.90/page
The applicant must not only possess professional qualities but also social qualities because the applicant will be dealing with other person in a healthcare environment. He or she must know how to socialize with other persons. The company that wants to have quality healthcare personnel must also have some programs to encourage or somewhat a form of advertisement to entice the applicants to have a variety of applicants. Script for orienting new employees There are lines or script that the HR must ask to the applicant to test whether the applicant is fit or qualified in a healthcare position.
These are the major and important script to be remembered: 1. Why will we hire you? 2. What are your strengths and weaknesses? 3. What can you give to the healthcare company? 4. Why did you choose this profession? 5. Did you have a working experience? 6. Do you practice professionalism? Training Proposal The training proposal will constitute a number of days that will be used to familiarize and training activities for those applicants who were successfully passed the initial step, which is the interview of the applicants.
In the training process, the applicants will be introduce d to the mission and vision of the healthcare company, the does and don’ts, medical benefits and all the basic knowledge that must be imparted before going to the working day. Diverse Workforce Another aspect of selection process is the diverse work force. Diversity means variety of something such as opinion, color, or style. It means discrepancy between two objects being compared. When workforce is combined, then it means different kind of workers working in the same company or industry.
The differences or discrepancy can be laid in terms of age, sex, education, styles, race and others. Diverse workforce can be seen when a company has workers that have different roles, characters, profession, department, culture, color, race, and other criteria. In an automobile company, there are engineers, accountants, sales representatives, mechanics and other kind of personnel. This kind of setting shows how diverse workforce is being implemented by a company. In diverse workforce, the company will able to foster innovation and creativity to better meet the needs of our diverse staff and guest base.
The said workers settings will lead to sustain a competitive advantage, thus there must be a continuance to improve the productivity of our workforce by creating an inclusive environment where all staff members contribute fully and stay committed to serving and expanding the communities. Companies thought that in diverse workforce, every worker are having the chance to learn one another. Diverse workforce environment will encourages inclusion, as it adds value to the given company or organization.
The value is evident in every aspect of the organization: new ideas and perspectives, motivation, buy-in, retention and new sources of talent. Diverse workforce environment recognizes the value of a business environment that embraces individual differences, including those among our guests, employees, business partners and all others in the communities in which it operates, and is committed in creating and maintaining such an environment. This commitment is based upon the recognition and belief that diversity is critical to our ability to excel in an increasingly diverse and dynamic marketplace
But what are the reasons why companies and industries tend to implement diverse workforce? It is evident that almost companies employee workers that have the same classification, meaning if a company is automobile manufacturing in nature, then it will employee more mechanical engineers because they are the one who are more specialize in this kind of industry. From the given statement, we can state that companies that does not implement diverse workforce has specific workers or they are specialize in their given profession while those who are not have general workforce. Conclusion
Selecting and recruiting the right person at the right job is a basic rule on business. Even on other industry, this rule is very vital because you select the people who will work for the success of the company. There must be a good collection and selection on human resource. The crew must possess the trait needed for a certain job or task. But the crew must possess the trait of responsible, well disciplined, and situational aware and others. People live in an age of knowledge, and firms that succeed are those that are best able to harness the collective knowledge of their employees.
The collective knowledge of any group is enhanced by including people with different experiences and backgrounds. The knowledge of a homogeneous group consisting of, say, 100 white males with similar backgrounds remind one of the remarks often made about someone’s so-called vast experience.
List of References
Chatman, J. A. , Polzer, J. T. , Barsade, S. G. , and Neale, M. A. (1998) Being Different Yet Feeling Similar: The Influence of Demographic Composition and Organizational Culture on Work Processes and Outcomes. Administrative Science Quarterly, vol. 43, 749-780. Dell Financial Services (2003) Employees Benefits. [online] Available from <http://www. dell. com> [01 May 2008] Dell Incorporated (1999) Dell Announces Management Team for New Brazilian Operation. ” [online] Available from < http://www. dell. com/content/topics/global. aspx/corp/pressoffice/en/1999/1999 09_30_pa_000? c=us&cs=555&l=en&s=biz > [01 May 2008] Friedman, H. H. (2008) Workplace Diversity: The Key to Survival Growth. Brooklyn: College of the City University of New York Kesler, G. C. (2005) Human Resource. Competitive Human Resources Strategies. [online] Available from <http://www. chrs. net/> [01 May 2008]