Q-1
Answer:
Following are the three recommendations from a HR perspective which are
necessary for a healthcare organization to create a suitable and friendly work
environment that aims at achieving a real HR philosophy:
1) The first one is the
made up of employees’ mind in the workplace. This will ensure that employees feel
themselves as a part of the service delivery process and will be treated themselves
as an important individual for the organization who are contributing to the
final result, and as a result the morale of the employee in the work atmosphere
will be uplifted.
2) The second
recommendation is to increase the efforts to maximize the company's capability
and building talent for the achievement of organizational goals. In doing so organizations
needs to motivate employees accordingly.
3) Third recommendation
include is to maintain internal culture and discipline of the organization.
This ensures that all the employees of the organization are working within the
set of regulations and a specific culture which ultimately help the
organization to improve its productivity.
Q-2
Answer:
Ans a) The one
disparate treatment concern that I would have with this hiring process is surely
step 2 which checks whether the applicant is foreign or English. This cannot be
the logical way of selecting g process. This step clearly indicates intentional
discrimination. I think this step may result in a disparate treatment claim
because this step seems biased during the selection process. This step does not
necessarily ensure a perfect and most ideal candidate selection from the pool
of candidates. A non-native English speaker cannot be necessarily an
incompetent physician, and similarly, an English physician cannot be
necessarily a competent physician. If step 2 is practiced, this may give the
impression that non-native English speaker physicians are deprived and will not
be selected when they might deserve this job.
b ) The one disparate
impact that would concern me is the step 4. This step involves partial behavior
of the selection of employees. The reason of selection this step because this step involves the rejection of
candidates who are not liked by the employer on the basis of irrelevant and a
few characteristics which may not have lined with the job of a physician. Due
to this step, those who are introvert and are not interested in fishing or outing
will be affected badly which are totally illogical from a physician point of
view or even in neutral point.
Q-3
Answer:
Ans: In order to expand its business I think MOS
should recruit externally.
Pros:
External recruiting
provides many opportunities. It also brings in new talent and skill persons.
External recruiting may introduce the organization the best possible new talent
s from a pool of candidates who can achieve a bright future of the
organization. Through external recruiting there is a greater possibility to be
selected the right and skill full candidate as there is a less chance of
biasness in the selection process.
Cons:
It is evident that external
recruiting costly and time consuming. Sometimes, candidates who are not
professionally successful may be selected but it has greater advantages too for
selecting the skillful candidates.
I would like to
recommend the following two recruiting methods:
i. Internet recruiting
ii. Newspapers or print
advertising
The reason of selecting
these two methods is as follows:
The internet is time
saving and it may also save money if the job advertisement can be advertised on
a website that offers services free of cost. The internet may also attract many
potential candidates as it is one of the potential options for job seekers these
days.
Newspapers or print
advertising are among the most effective options for hiring an appropriate
candidate through which it is possible to reach a large number of candidate s
in a specific geographic area with specialized skills. A job ad in a newspaper
almost never goes ignored. This is why newspaper or print advertisement is
bound to attract a lot of skills and talented candidates.
Q-4
Answer:
Ans: To hire a dentist,
I would use the following three selection methods:
i. Resumes and cover
letters
ii. Employee referrals
iii. Interviews
Following are the pros
and cons of these three methods.
Pros:
Resumes and cover
letters are among the best records of candidate’s academic excellence and
professional experience. They are brief and to the point. They tell a lot about
a candidate in no time. Recruitment through referrals confidence in employees
to recommend potential candidates from their network and evidence shows that
the best candidates having high capabilities and performance are selected from
this. Through employee referrals the quality of the employees would be a good
fit for the position and organization that usually employees refer to hire
from. Interviews clarify a lot about a candidate's personality, attitudes, aptitude,
and goals. Interviews give ample time to the interviewer to judge a candidate
in detail before the final selection.
Cons:
Resumes can be
pretentious or manipulated, and so they may give a false impression on the
candidate. Employee referrals are always expected to have a good match for the
organization and its position having high quality and skills. An interview can
never be the final and undeniable test of someone's capabilities.
The success of
selecting the right candidate depends on whether the appropriate methods have
been used to select the right candidate for the right job.
ASSIGNMENT
2
Q1. Healthcare
organization recommendations in a working environment that characterizes HR
philosophy as follows
·
Recruit and retain top talent working
staff and the best consultant will help the health organization service offer
at their top. Highly experienced personnel will secure funding for talent
management initiatives that allows various health departments to offer
competitive benefits to attract the best workers
·
Move in speed and make the great hires
and be proactive in the outreach for potential candidates while moving fast
throughout the streamlines hiring process so as to meet with the growing demand
of various skills and expertise. With the use of HR, Applicant Tracking System
(ATS) can be applied to streamline the hiring process and include automated
notifications and workflows which allows for quick identification of suitable
qualified candidates.
·
Establish communication career paths
which will enable employees to achieve their maximum potential and thus achieve
their long term career possibilities. HR leaders will thus be able to take
stock of new changes and how they affect talent and capabilities required in
the integrated delivery models.
Q2a) one disparate treatment in the hiring process
is the deliberate discrimination against people seeking employment based on
sex, age, nation of the origin and other prohibited basis. This will affect the
recruitment stage that aims at keeping consistency in looking for the cultural
fit which used behavioral based assessment technology and screens the
applicants for several field areas before allowing them to proceed to the next
stage. Here I would think step 2 is that step. This may affect the
characteristic group of people who are not native speakers and the disabled. A
phone interview for instance will eliminate the dump as well as those that do
not speak native language affluently. Though this characteristic may be
important for the new recruitments, they deny for best talents and the
opportunity to maximize on these talents.
b) One disparate impact
in this hiring process is the discrimination of the protected class is the step
4 which arises when the neutral workplace policies and practices
unintentionally cause negative impact on individuals who fall in the protective
class who thus suffer employee discrimination. This will usually arise in the
contexts of pre employment and employments tests and other selection
procedures. Such shortcoming may be realized in the employment stage that
evaluates performance and gauges o the possible human capital. Successful
applicants but who are not able to communicate effectively may not be able to
express their strongholds effectively and therefore this stage may scrap them
off and deny this protected group the opportunity to exploit their expertise in
the field.
Q3. MOS should recruit
new orthodontists externally because the organization will be able to achieve a
diverse team with new skills and talents in the work place. Recruiting a new
employee externally will present the health organization with several
advantages.
·
The organization has increased chances
of a variety and the number of candidates who owns the knowledge and ability of
handling the job. The increased chances provides with a better availability of
skilled and qualified employees for the organization.
·
There is fresher skill input since the
possibility of finding and identifying a better candidate who is capable of
delivering new skills and inputs for the betterment of the organization this
makes things clear for the company which desperately needs the fresh skills and
input for its growth.
·
Hiring externally brings a better
competition in the search for the better skills and experience as well as risk
handling capabilities.
·
This recruiting method will also reduce
the internal politics from the existing candidates. This in turn minimizes the
rate of occurrence of internal workplace issues and request of the existing
employs and hence an improved harmony in the workplace. This process therefore
only advocate for the high potential candidates capable of handling
orthodontist duty in the organization.
Hiring externally
however comes along with some disadvantages that include the following;
·
The new recruit may have a limited
understanding about the organization and the filed in question. The new
employee will have less understanding in the working environment which can
result in bigger differences in the activities of the organization.
·
There is a high risk of employing unworthy
person in the post who will take the advantage of their past history not well
known.
·
This method is both costly and time
consuming way from posting the job advertisement drive. More applicants also
emerge which requires more time in approving the suitable candidates. The
externally soured employee will often come with a better pay scale in valuing
their skills and capabilities.
I would like to
recommend the following two recruiting methods:
a. Internet Recruiting
b. Employment Agency
The reason of selecting
these two methods is as follows:
Advertisement
of a job opening through the internet allows a company to cast the widest net
during the selection of qualified candidates. The internet is geographically
dispersed in nature that will help to drive speedy selection.
Normally
companies that don’t have large staff or highly developed human resources
department tend to third-party agencies for their recruitment process. It has
been seen that these firms are effective as they are experts at selecting the
right candidates for the matching jobs. Newspapers or print advertising are
among the most effective options for hiring an appropriate candidate through
which it is possible to reach a large number of candidates in a specific
geographic area with specialized skills. A job ad in a newspaper almost never
goes ignored. This is why newspaper or print advertisement is bound to attract
a lot of skills and talented candidates.
Q4.
In recruiting for a dentist position, several selection methods will be used:
Ø Do
employment advertising where a HR team will be created to define the job specifications
and the candidate requirements. This team may require defining the intention s
of hiring the position and the roles of the dentist. Based on this, the team
will then identify the right academic achievements and the required licenses in
the practice. Advertising is the done using local news papers or the internet
technology.
Ø Re-recruiting
former employees and applicants whereby a written job description which will
attract the right candidates. A job description will help candidates understand
their responsibilities. It will also guide the recruiting team in establishing
the employee’s performance based on the stipulated responsibilities. Such would
include the job title, summary of the roles, qualification required, list of accountability and core work of the person. Although this is a quick and less
expensive, it will not harness the wider scoop of a talented workforce.
Ø The
other method is internet recruiting where the job will be posted in the job
search sites. The sites will have a section for people seeking the job to
register and fill the application form online. The job search sites permit the
search by occupation and the geographic area while seeking for specific skills.
This method might however not suit all the demand of the positions and is
deemed to attract people of a wider cultural diverse which could limit their
working capabilities.
The
success of these selection methods will be evaluated based on their success to
bring the best practitioners and be able to retain them for a longer period
while the elevating practice will improve the profitability.
Q-1
Answer:
The following are the three recommendations from a HR perspective which are
necessary for a healthcare organization to create a suitable and friendly work
environment that aims at achieving a real HR philosophy:
1) The first one is the
made up of confidence of employees’ in the capability of company leadership
where the leader will share a vision for the organization and will have a
positive direction in the health care organization. This will reduce stress of
employee and increase employee morale.
2) The second
recommendation is to increase the interaction of employees with their immediate
superior in the workplace that will help to boost employee morale in the organization
since stress will be reduced through the interaction.
3) Third recommendation
is to make feel of the employees that they are a part of larger picture and
contributing to achieving success. In doing so a deep concentration on serving
their needs of patients, their reason of existing at all will help service delivery process in a better
way as a result the morale of the employee in the work atmosphere will be
uplifted..
Q-2
Answer:
Ans a) First the one disparate treatment
concern that I would have with this hiring process is surely step 2 which
checks whether the applicant is foreign or native English speaker. This cannot
be the logical way of selecting process. This step clearly indicates
intentional discrimination.
I
think this step may result in a disparate treatment claim because this step
seems biased during the selection process. This step does not necessarily
ensure a perfect and ideal candidate selection from the pool of candidates. A
non-native English speaker cannot be necessarily an incompetent physician, and
similarly, an English speaking physician cannot be necessarily a competent
physician. If step 2 is practiced, this may give the impression those
non-native English speaker physicians who will be affected since they will not
be selected even after having all the qualification of getting this job.
b ) The one disparate
impact that would concern to me is the step 4. This step involves partial
behavior of the employees. The reason of selecting this step because this step involves the rejection of
candidates who are not liked by the employer on the basis of irrelevant and a
few characteristics which may not have lined with the job of a physician. Due
to this step, those who are introvert and are not interested in fishing or outing
will be affected badly which are totally illogical from a physician point of
view or even in neutral point. Despite this some cases physician needs to be
interesting to the patients to feel comfortable taking treatment.
Q-3
Answer:
Ans: As a part of the business expansion and growth
I think Modern Orthodontic Services (MOS) should recruit staffs through the
external process.
Pros:
External
recruiting allows by assessing an available pool of candidates outside the
organization who are skilled enough to fill the position of the company as well
as its objectives. Through external recruiting employer has a better
possibility to brings knowledge, skills
and experience people from a pool of candidates who will have capable of
delivering new skills and inputs for the growth of the organization. In
addition to this by external recruiting employer have a chance to face better
competition in selecting new talents. By external recruiting there is a greater
possibility to obtain new ideas of other business or industries from the
candidates who work other companies in the past.
Cons:
It
is evident that external recruiting costly and time consuming. Even it recruits
candidates who have limited or low understanding of the company. Sometimes, it
comes with the issue of maladjustment.
I would like to
recommend the following two recruiting methods:
a. Internet Recruiting
b. Employment Agency
The reason of selecting
these two methods is as follows:
Advertisement
of a job opening through the internet allows a company to cast the widest net
during the selection of qualified candidates. The internet is geographically
dispersed in nature that will help to drive speedy selection.
Normally
companies that don’t have large staff or highly developed human resources
department tend to third-party agencies for their recruitment process. It has
been seen that these firms are effective as they are experts at selecting the
right candidates for the matching jobs. Newspapers or print advertising are
among the most effective options for hiring an appropriate candidate through
which it is possible to reach a large number of candidates in a specific geographic
area with specialized skills. A job ad in a newspaper almost never goes
ignored. This is why newspaper or print advertisement is bound to attract a lot
of skills and talented candidates.
Q-4
Answer:
Ans: Successful hiring
and section decision are the basis of all productive dental practices. Even
after looking perfect the hiring process fails as the employees didn’t fulfill
or meet the expectation. To hire a dentist, the following three selection
methods I would use:
i. Resumes and cover
letters
ii. Employee referrals
iii. Interviews
Following are the pros
and cons of these three methods.
Pros:
Resumes
and cover letters are among the best records of candidate’s academic excellence
and professional experience. They are brief and to the point. They tell a lot
about a candidate in no time.
Selection
through referrals confidence in employees to recommend potential candidates
from their network and evidence shows that the best candidates having high
capabilities and performance are selected from this. Through employee referrals
the quality of the employees would be a good fit for the position and
organization that usually employees refer to hire from.
Interviews
clarify a lot about a candidate's personality, attitudes, aptitude, and goals.
Interviews give ample time to the interviewer to judge a candidate in detail
before the final selection.
Cons:
Resumes
can be pretentious or manipulated, and so they may give a false impression on
the candidate.
Employee
referrals are always expected to have a good match for the organization and its
position having high quality and skills.
An
interview can never be the final and undeniable test of someone's capabilities.
The success of
selecting the right candidate depends on whether the appropriate methods have
been used to select the right candidate for the right job.
Q-1
Answer:
The following are the three recommendations from a HR perspective which are
necessary for a healthcare organization to create a suitable and friendly work
environment that aims at achieving a real HR philosophy:
1) The first one is the
made up of confidence of employees’ in the capability of company leadership
where the leader will share a vision for the organization and will have a
positive direction in the health care organization. This will reduce stress of
employee and increase employee morale.
2) The second
recommendation is to increase the interaction of employees with their immediate
superior in the workplace that will help to boost employee morale in the organization
since stress will be reduced through the interaction.
3) Third recommendation
is to make feel of the employees that they are a part of larger picture and
contributing to achieving success. In doing so a deep concentration on serving
their needs of patients, their reason of existing at all will help service delivery process in a better
way as a result the morale of the employee in the work atmosphere will be
uplifted..
Q-2
Answer:
Ans a) One disparate treatment
in the hiring process is the deliberate discrimination against people seeking
employment based on sex, age, nation of the origin and other prohibited basis.
This will affect the recruitment stage that aims at keeping consistency in
looking for the cultural fit which used behavioral based assessment technology
and screens the applicants for several field areas before allowing them to
proceed to the next stage. Here I would think step 2 is that
step.
This may affect the characteristic group of people who are not native speakers
and the disabled. A phone interview for instance will eliminate the dump as
well as those that do not speak native language affluently. Though this
characteristic may be important for the new recruitments, they deny for best
talents and the opportunity to maximize on these talents.
b ) One disparate impact
in this hiring process is the discrimination of the protected class is the step
4 which arises when the neutral workplace policies and practices
unintentionally cause negative impact on individuals who fall in the protective
class who thus suffer employee discrimination. This will usually arise in the
contexts of pre employment and employments tests and other selection
procedures. Such shortcoming may be realized in the employment stage that
evaluates performance and gauges o the possible human capital. Successful
applicants but who are not able to communicate effectively may not be able to
express their strongholds effectively and therefore this stage may scrap them
off and deny this protected group the opportunity to exploit their expertise in
the field.
Q-3
Answer:
Ans: As a part of the business expansion and growth
I think Modern Orthodontic Services (MOS) should recruit staffs through the
external process.
Pros:
External
recruiting allows by assessing an available pool of candidates outside the
organization who are skilled enough to fill the position of the company as well
as its objectives. Through external recruiting employer has a better
possibility to brings knowledge, skills
and experience people from a pool of candidates who will have capable of
delivering new skills and inputs for the growth of the organization. In
addition to this by external recruiting employer have a chance to face better
competition in selecting new talents. By external recruiting there is a greater
possibility to obtain new ideas of other business or industries from the
candidates who work other companies in the past.
Cons:
It
is evident that external recruiting costly and time consuming. Even it recruits
candidates who have limited or low understanding of the company. Sometimes, it
comes with the issue of maladjustment.
I would like to
recommend the following two recruiting methods:
a. Internet Recruiting
b. Employment Agency
The reason of selecting
these two methods is as follows:
Advertisement
of a job opening through the internet allows a company to cast the widest net
during the selection of qualified candidates. The internet is geographically
dispersed in nature that will help to drive speedy selection.
Normally
companies that don’t have large staff or highly developed human resources
department tend to third-party agencies for their recruitment process. It has
been seen that these firms are effective as they are experts at selecting the
right candidates for the matching jobs. Newspapers or print advertising are
among the most effective options for hiring an appropriate candidate through
which it is possible to reach a large number of candidates in a specific geographic
area with specialized skills. A job ad in a newspaper almost never goes
ignored. This is why newspaper or print advertisement is bound to attract a lot
of skills and talented candidates.
Q-4
Answer:
Ans: Successful hiring
and section decision are the basis of all productive dental practices. Even
after looking perfect the hiring process fails as the employees didn’t fulfill
or meet the expectation. To hire a dentist, the following three selection
methods I would use:
i. Resumes and cover
letters
ii. Employee referrals
iii. Interviews
Following are the pros
and cons of these three methods.
Pros:
Resumes
and cover letters are among the best records of candidate’s academic excellence
and professional experience. They are brief and to the point. They tell a lot
about a candidate in no time.
Selection
through referrals confidence in employees to recommend potential candidates
from their network and evidence shows that the best candidates having high
capabilities and performance are selected from this. Through employee referrals
the quality of the employees would be a good fit for the position and
organization that usually employees refer to hire from.
Interviews
clarify a lot about a candidate's personality, attitudes, aptitude, and goals.
Interviews give ample time to the interviewer to judge a candidate in detail
before the final selection.
Cons:
Resumes
can be pretentious or manipulated, and so they may give a false impression on
the candidate.
Employee
referrals are always expected to have a good match for the organization and its
position having high quality and skills.
An
interview can never be the final and undeniable test of someone's capabilities.
The success of
selecting the right candidate depends on whether the appropriate methods have
been used to select the right candidate for the right job.
Q-1
Answer:
Following are the three
recommendations from a HR perspective that are necessary for a healthcare
organization to create a work environment that aims at achieving a HR
philosophy:
1) The first one is the study of employees in the workplace
as humans. This will ensure that employees are treated as important individuals
for the organization, and as a result the morale in the work atmosphere will be
uplifted.
2) The second recommendation is the efforts to maximize the
company's capability and talent for the achievement of organizational goals.
3) Internal discipline of the organization. This ensures
that all the employees of the organization are working within their work
discipline, and as a result the organization will improve on its productivity.
Q-2
Answer:
Ans a) The one disparate treatment concern that I would have
with this hiring process is step 2 which checks whether the applicant is
foreign or English. This step indicates intentional discrimination. I think
this step may result in a disparate treatment claim because this step seems
biased during the selection process. This step does not necessarily ensure a
perfect and most ideal candidate selected from the available candidates. A
non-native English speaker cannot be necessarily an incompetent physician, and
similarly, an English physician cannot be necessarily a competent physician. If
step 2 is practiced, this may give the impression that non-native English
speaker physicians are marginalized and not selected when they might deserve
this job.
b ) The one disparate impact that would concern me is step
4. This step involves partial behavior of selection of employees. I think so
because this step involves the rejection of candidates who are not liked by the
employer on the basis of irrelevant and a few characteristics which may not
have anything to do the with the job of a physician. Due to this step, those
who are introvert and are not interested in fishing or outing, will be affected
badly.
Q-3
Answer:
Ans: Ans: I think MOS should recruit externally.
Pros:
External recruiting provided many options. It also brings in
new talent and new experience. External recruiting may introduce the
organization the best possible new talent for a bright future of the
organization. External recruiting will also let the recruiting management test
its skills and expand on them. This process may also lead to innovation in the
recruiting management department.
Cons:
External recruiting may prove costly. It may also prove time
consuming. Sometimes, candidates who are not really professionally successful
may get selected.
I would like to recommend the following two recruiting
methods:
i. internet recruiting
ii. newspapers
The internet is time saving and it may also save money if
the job ad can be advertised on a website that offers services free of cost.
The internet may also attract many potential candidates as it is one of the
potential options for a job these days.
Newspapers are among the most effective options for hiring.
A job ad in a newspaper almost never goes ignored. This is why a newspaper job
ad is bound to attract a lot of capable and talented employees.
Q-4
Answer:
Ans: To hire a dentist, I would use the following three
selection methods:
i. Resumes and cover letters
ii. Letters of references
iii. Interviews
Following are the pros and cons of these three methods.
Pros:
Resumes and cover letters are among the best records of a
candidates academic excellence and professional experience. They are brief and
to the point. They tell a lot about a candidate in no time. Letters of
reference are among the best evidences of a candidate's capabilities and
performance. They show how much the seniors of the candidate were satisfied
with their work previously. Interviews clarify a lot about a candidate's
personality, aptitude, and goals. Interviews give ample time to the interviewer
to judge a candidate in detail before the final selection.
Cons:
Resumes can be pretentious, and so they may give a false
impression of the candidate. Letters of reference are always expected to spread
a good word for the candidate. An interview can never be the final and
undeniable test of someone's capabilities.
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