FINAL EXAMINATION HUMAN RESOURCE MANAGEMENT AND DEVELOPMENT MAN-NSA # 213 SERIDON, MARY ELLEN GRACE G.

Question #1. What steps will you undertake to ensure recruitment of qualified candidates? Step 1: Studying the different jobs in the institution and writing job descriptions and specifications (job analysis) The Job Design is about the agreement about the profile of the ideal job candidate and the agreement about the skills and competencies, which are essential. The information gathered can be used during other steps of the recruitment process to speed it up. Step 2: Requisition of New Employee To inform the personnel department, the line supervisor or the department head concerned should accomplish a formal requisition form indicating the position filled, the date when the new employee will be needed, his pay rate, the required qualifications of the employee, the job description, approval by the responsible official of the institution and other pertinent data. Step 3: Actual Recruitment of Applicants
a. SOURCING FOR POSSIBLE APPLICANTS

We will use advanced search and social networking techniques to ferret out great candidates that could never be found using traditional techniques. Part of the philosophy that underlies the recruitment process is the belief that nothing beats the telephone as a potent weapon for effective recruitment. Team members are all highly trained salespeople. It will open to all applicants who wish to apply. When strong potential candidates have been identified, we generate excitement and energy around the clients’ opportunities as it keeps the process moving more efficiently and more quickly.
b. SCREENING OF APPLICANTS

This is the stage wherein the qualified applicants will be sort to have a list for the upcoming interview. Sorting will be base on the requirements filed by the applicant. We see to it there would be equal treatment among all candidates. c. SCHEDULING OF INTERVIEW Each of our recruiting teams is tasked with scheduling responsibilities. We should get interviews set up quickly, and we put special effort into making interviews happen without undue delay.

FEEDBACK FROM THE RECRUITING TEAM We will use feedback collection to catch inconsistencies and to identify patterns that might be bogging things down. e. we’re often able to provide helpful interview training and advice. ONBOARD Recruitment doesn’t reach a successful conclusion until the new employee shows up for orientation. the greater the bonds of collaboration and trust that are established. It demands a detailed understanding of a shifting mix of facts. opinions and emotions. Collaboration and trust lead to a process that gets faster and smoother with every iteration. 2011 . and to sign their offer of appointment. Question #2. highly communicative onboarding is a critical component in building a productive ongoing recruitment process. 2011 November 8. f. Maphod General Hospital Lagawe. which reduces attrition and eases the ongoing recruitment burden. Or we can make subtle process adjustments to prevent good candidates from getting lost. Effective. Draft a sample advertisement/invitation for application. OFFER TO SELECTED APPLICANTS The most qualified applicants will be given the opportunity to work in our institution.d. 2011 November 8. Ifugao Vacancy Announcement No. But we go further than simply making sure they show up. Based on what we hear from hiring managers. The more closely we work with hiring managers. This step is the most delicate and critical step in our recruitment productivity process. noting that your goal is to attract the best applicants around. Are they well-prepared for the stresses of the first day? Have we maintained contact with them since offer acceptance? Ensuring an effective useful onboarding process will increase a new employee’s job satisfaction. They will be asked to report to the office for the necessary additional requirements if any.04 PH/2011 Internal/ External POSITION TITLE Endocrinology nurses (5) Psychiatric nurses(5) Pediatric neurology nurses (5) POSITION LEVEL Entry level (nurse 1) Entry level Entry level DATE ISSUED November 8.

and then monitors their response in a nurse-led clinic. Provide specialized post-operative care for patients after neurosurgery and work with those that have experienced brain injury. Pediatric Neurology Nurses Certified Neuroscience Registered Nurse With atleast 2 years full-time experience With Masters /Doctorate Degree only Monitoring neurological exams. Work closely with physicians and help treat patients by administering medications and providing routine medical care. . and spinal damage. encephalitis and Parkinson's disease. motor neuron disease. meningitis. With Masters /Doctorate Degree only Assess patients. inserting catheters. Psychiatric Nurses Must be a registered nurse with a minimum of atleast 4 years of experience in the proposed area. They also conduct exams and tests in order to monitor patient progress or the appearance of new health problems. Typical duties can include taking blood pressure. and consulting physicians about patient progress. and they also often deal with such behavioral challenges themselves.Requirements. and carry out treatments that both improve and support body functions in order to promote recovery. neuro trauma. Must possess good communication skills and are able to provide comfort to children and families experiencing frightening health situations. Undertakes any patient training required. Endocrinology Nurses Must be a registered nurse with a minimum of atleast 4 years of experience in the proposed area. initiates the first doses. |Educating patients and their families about the effects of diabetes. teach patients and their loved ones how to deal with the behavioral challenges inherent in patients suffering from mental disturbance. With Masters /Doctorate Degree only Administer medication. assisting them in proper management and helping them make healthy lifestyle choices. They help patients by encouraging them to adapt to persistent neurological difficulties. and drawing blood samples. Duties and Responsibilities: A. C. as well as patients with conditions such as multiple sclerosis. B. maintaining health records. administering medication.

3.* Applications should be submitted to: Mary Ellen Grace Seridon. Director of Human Resources Management. Knowledge of an applicant's age can set you up for discrimination troubles down the road. just ask directly when they're able to work. but it's imperative that you refrain from asking directly about a candidate's beliefs.m. Ifugao Email: megracie_11@yahoo. 3.1. 3. Rather. and even more so in interviews. Alternately. COMPREHENSIVE RESUME AND OTHER PERTINENT DOCUMENTS. Give at least 5 personal questions that should be avoided during interviews and justify why they should not be asked. Maphod General Hospital Lagawe. Instead.2.ca Question #3. and they may volunteer this information to you anyway. but they're applicable to everyone. but it's not an employer's place to ask about this. inquire about the candidate's experience. APPLICATIONS ARE DUE DECEMBER 8.. and avoid embarrassing candidates 3. you have to be careful about discrimination towards applicants nearing retirement. What religion do you practice? Religion is a subject that should be treaded upon lightly at the office. Are you able to start work at 8 a.3 How old are you? Maturity is essential for most positions. Do you have kids? This one is for positions in which the candidate may work with children.*ALL APPLICATIONS ARE SUBMITTED TOGETHER WITH AN APPLICATION LETTER. Protect yourself from overstepping the boundaries. What do your parents do for a living? .? 3.4. and there will be no confusion.g. These questions primarily concern women with children.5. 2011. but it's important that you don't make assumptions about a candidate's maturity based on age. Find out about their availability instead e. You may want to know about religious practices to find out about weekend work schedules. just ensure that the candidate is legally old enough to work for your firm. Ensure that you don't make assumptions. To be safe. The added experience of children at home may be a bonus for you. you can't choose candidates based on their location. How far is your commute? Although hiring employees who live close by may be convenient.

Patient experience and patient survey results will feed into nursing metrics as well as indicators that measure patient satisfaction. but it's not directly related to their future performance in a position. you probably want to avoid someone who has a drinking problem or will take multiple smoke breaks throughout the day. It is important to acknowledge that some nurses are suspicious of metrics and attempts to measure what they do because in the past this has often led to cutbacks in service and staffing levels. In the past. how well they inform patients on the progress of their treatment and how they minimize pain. There will be existing indicators which check whether particular tasks have been carried out. if you are trying to find out if your candidate's family has traditionally worked in your industry. It's even a concern for insurance. or lack thereof. Indeed. These fall into the safety measurement category such as failure to rescue – death among patients with treatable complications – falls. 3. Nurses could see themselves rated on such things as good hand washing.6. Instead of asking about this directly. healthcare-associated infections and pressure ulcers. and will you come back after maternity leave? Ultimately. they risk failing because they will not be fully embraced or used properly by nurses themselves. Question #4. Question #5. fall reduction. Measuring the performance of nurses and the job they do in a more positive way is definitely a step in the right direction. What do you think is the best method to evaluate the performance of clinical nurses? For me. What circumstances may make even the best performance evaluation method futile? 5. the best method would be direct supervision coupled with patient experience in dealing with the performance of the nurses. 3. you want to invest your time in a candidate that will stick around. In this way. However. will you continue to work. nurses will be aware that they are being strictly monitored and making themselves challenge to all their duties and responsibilities. If you get pregnant. patient nutrition.7 Do you smoke or drink? As an employer. drug errors. the emphasis has been on the negative impact of nurses on the patient experience.1 MORAL DISTRESS—Working in such emotionally charged environments where life and- death issues are encountered on a daily basis could become highly stressful and could contribute . find out if they've had trouble with health policies in the past. but you can't ask a woman to share her pregnancy plans. with you. if metrics are seen by nurses as just another performance management arrangement.Asking a candidate about their parents can reveal a lot. Discuss her general plans for the future to gauge her commitment level. this question is a good way to find out. baby or not. Metrics will be used to evaluate nurses’ performance in a variety of ways.

How will you address it now so that it will not happen again? Most people who want to quit in ways that are noticeably different than employees who are satisfied with their jobs. talents. dealing with the ethical aspects of life-sustaining technology. . emotional demands of patients and patients’ families. resilient employees tend to stay. Moral distress results when a person perceives that the right course of action cannot be implemented because of institutional constraints. family demands. performing cardiopulmonary resuscitation on a patient with multiple organ dysfunction would be a ―physiologically‖ futile act. lack of hardiness. reasoning. would not be considered futile care Another example is when nurses have relatives confined in the hospital that they tend to focus more to them than the rest of the patients. and lack of social support. and cardiopulmonary resuscitation may be withheld on these grounds because the probability of success is truly zero.to the experience of moral distress. In addressing this. and choices to have and enjoy the career you desire without depending on employers to make you satisfied. Question #8.2. What is the most significant problem? Job dissatisfaction of the employee is the main problem. 5. PATIENTS RECEIVED MEANINGLESS AND EXCESSIVE CARE For example. lack of assertiveness in dealing with others. How would it have been prevented? Career contentment is a state of mind that comes from within it is not dependent on what an employer provides. and have a vision of how this job fits into long-term career objectives. health problems. Question #6. but existent.Taking into consideration the agreement of both parties from the time of recruitment such as the training development of the employees and etc. People who have achieved contentment find meaning in their work. Question #7. That's why some people can be content in their jobs despite enduring poor working conditions. As an HRMO. emotions. resuscitating a patient whose chances for survival are small. I would rather talk to the employee to have some clarifications regarding the issues and also to protect the institution from possible damage. They accept challenges. Employees who are trained in resiliency skills tend to be happier workers. BURNOUT in critical care nurses include a difficult workload.3. difficult coworkers. * Create a culture of resiliency. 5. conflict with colleagues and management. inadequate staffing and resources. and exposure to death and dying. Career contentment means you exercise control over your thoughts. or a bad day. are resilient in the face of workplace challenges. I will look into the loopholes and try to generate ways to cope up with the reasons of dissatisfaction -. however. diminished coping skills. rather than complain about them. As long as their job fulfills their calling and purpose.

These employees are probably in the wrong job or have not developed a predisposition to recognize their contentment. three important insights on HRM worth emulating. rather than expecting employers to make them satisfied. though not unqualified success to make the market serve everyone. 9. managed care on so on. employers' emphasis should be on matching employees with meaningful work. health expenditure is among the highest in the world. the Swiss ensure that the most disadvantaged people in society enjoy the same level of care as the working and middle classes. the element that is like other consumer goods is vulnerable to oversupply and over-use when provided at very low cost. if regulated contributions. *Beyond employer efforts to keep employees satisfied.2. If despite their efforts and the employer's assistance they cannot find contentment. Perhaps by having more choice of benefits packages and providers. The Philippine government should make a mandatory regulation on the proceedings of the various insurance companies that the private and public insurance agreed upon. 9. Question #9. The interests of patients are served by a third-party payer of their choice to which they pay visible. By combining insurance and solidarity. Employees who learn to take charge of their own happiness at work learn to be self-sufficient and are highly motivated. In practice. the companies on the other must possess a spirit of truthfulness and justice for their insurers. Swiss health care demonstrates that Governments need not be the single payer. which they should. consumers will assume even more personal responsibility. However. How may they be implemented in the Philippines? 10. Punishments are strictly observed in cases of violations. The Swiss recognize the special nature of health care – it is partly a moral necessity and partly an ordinary consumer good. what would these be? 9. They aim with much. If you were similarly asked to share about your ―country report‖. bonuses for no claims. i. There should be give and take . variable deductibles. Policies that may be offered by social health insurers include the conventional. Question #10. the Swiss maintain a price mechanism which permits all people to influence the flow of funds into the system and avoid the widespread rationing typical of the UK. That standard is very high. They recognise that the state cannot guarantee the standard of care enjoyed by the rich and so it cannot honestly promise an equal service without suppressing all private health care. An employee who feels fulfilled and supported in the pursuit of meaningful work is a resilient employee. An employer cannot make employees happy. whether they are self-supporting through work or not. they should consider changing jobs or careers. The Swiss ensure that people dependent on government support do not have an obviously inferior service. Switzerland applies a market test. As a result.1.* The employer should tell employees early and often that it is the employee's responsibility to recognize and pursue their own career contentment. To implement this.e.1. employees have to do these themselves.3. Through their unusually mixed system of private and public contributions. Through careful use of targeted subsidies on private insurance premiums Switzerland guarantees a standard chosen by people on middle incomes who are spending their own money. * Don't try to hold on to employees who are discontent in their work.

they should increase it to accommodate necessary improvements of the health sector.3. To implement a non-discriminatory policy. Another is that drugs are expensive. What is manifested in this case is that there is oversupply of drugs and they left it behind until it became waste. Equal medical service should be observed. I believe that in every act that we do. We almost see on news that millions worth of drugs were expired and is obsolete already. 10. The Philippines should also give priority to health sector just like Switzerland. The government with the medical team render service to reach the far flung areas where they anticipated a need for medical mission. Even the Philhealth is difficult for the poor to avail of it.relationship between both parties. We know that Filipinos are fond of playing with money and tend to scam them without considering the people who trusted their company knowing that they will be benefited yet it is the other way around. the Philippines has already the generics pharmacy which is beneficial to people. 10. Just like the facilities to purchase for state-of-the-art technologies which our country is lacking. our government should also support the needy that cannot avail of medical services. . Our local government is trying to help in a way that preventive measures are important. Discrimination is everywhere. The government should monitor the purchase and to where those medicines be distributed to local units. To regulate the prices. With the 20% of funds.2. it starts in our own selves.

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