HUMAN RESOURCES MANAGEMENT AND

LABOR RELATIONS IN HEALTH CARE SERVICES

Topic: RECRUITMENT, SELECTION, RETENTION, ONBOARDING.

Question 1. Internet Recruiting Issues

1.1 Argument for internet recruiting strategy
Healthcare employers using internet recruiting strategies enjoy a wide range of benefits
over offline recruiting methods. One such advantage is saving time. Job applicants can send their
applications to recruiters using electronic means in few minutes, which would take ages if they
instead opted for a postal mail. On the other hand, recruiters can swiftly get back to applicants to
request additional information they might have left out in their applications or schedule interview
for the qualified candidates.

1.2 Argument against internet recruiting strategy

Internet recruiting is often biased. Skilled applicants from low socioeconomic status often
end up missing jobs postings due to limited or lack of access to the internet. Recruiters may as
well select applicants based on a certain race or ethnic group, which consecutively creates
unfairness in hiring process.
1.3 Key Concern about the Legal Issues in Internet Recruiting
Data privacy remain to be on of the main concerns in internet recruitment. Cases of
recruiters sharing sensitive information of applicants with other organization and on social media
platforms have become common over recent years. Notable studies have shown that employers
often post confidential details on Facebook and Twitter that may include worker’s race or ethnic
status, employment termination, and sometimes discriminatory remarks which could lead to
violation of legal provisions. Internet recruiters are therefore encouraged to follow legal advice
to avoid landing into discrimination lawsuit.

Question 2. Basics of The Candidate Selection Process

2.1 Hire Hard and Manage Easy
The expression “Hire Hard and Manage Easy” means that the investment time and
efforts an employer devotes in screening suitable recruiters pays well in the end. Selecting
applicants on basis of their skills, knowledge and abilities ensures only those who are personal-
environment fit get the job. This, in turn, guarantees work satisfaction on both HR and workers.
As such, healthcare organization end up having a more motivated workforce who are highly
committed and willing to stay in the organization.

2.2 Difference between Personal/Job Fit and Personal/Organization Fit

Personal /job fit entails a candidate’s suitability for tasks required to succeed in a specific
job in an organization. On the other hand, Personal/Organization Fit involves the match between
an organization’s core values and the person’s principles, values and beliefs.
Question 3. Selection – Narrowing Down the Field of Candidates.
3.1 Realistic Job Preview
Realistic job preview means presenting the positive and negative information about the
job and the organizations to job candidates. Essentially, it gives the employee a realistic view of
what the job entails before they start working for the organizations. Candidates who don’t like
the downside of the job are less likely to apply, further narrowing down the list of the preferred
candidates for the position.

QUESTION 4: EFFECTIVE INTERVIEWING TO MAKE A FINAL CANDIDATE

SELECTION.
4.1. Structural interview
Structural interview is a type of interview that depend on on standardized questions in
order to gather situational, behavioral, job-knowledge, and experience-based information of job
candidates.The approach is more reliable than unstructured interview as it obtains consistent
information required for job selection decision. In addition, it meets human rights guideline for
the selection process.

4.2 Situations Interview Questions

Situational questions are hypothetical questions that require a job applicant to describe
how they would respond to hypothetical situations in future. Interviewers may use critical
incident analysis to note down essential incidents, mental abilities, knowledge, skills, and other
aspects by analyzing the events that the employees performed well and those that they could
have done better.

Question 5. The Importance of Onboarding and Initial Orientation

5.1 Long term benefits of effective Onboarding and Orientation of new employees

Effective onboarding process helps new employees to become acclimated to the organization
which consecutively reduces the costs of turnover. it also ensures that employees know what is
expected of them, their stand in the organization as well as where they need to improve.

5.2 Difference on Focus of Technical Onboarding and Social Onboarding

Technical onboarding focus more on inter relation of new hire and the seasoned employees in an
organization while Social boarding involves building a sense of inclusivity for the employee by
crafting plans that makes them feel less isolated and more confident.

Question 6. Main Strategies for Retention of Stuff

One of the main key strategies for maintaining staff in an organization is allocating them a strong
management and supervisory team. Studies have shown that nurses often leave their job due to
poor relationship with their managers and other health professionals in an organization, which
proves the widely known argument that people quit their supervisors and not their job.
Question 7. Purposes of Job Design and Redesign

7.1 Difference between Job Enrichment and Job Enlargement

Job enlargement involves horizontal expansion of job responsibilities with the same level of
autonomy and obligation which changes the scope of a job to provide better diversity to the
employee. On the other hand, job enrichment entails the vertical expansion of duties which
focuses on autonomy, achievement, responsibility, and recognition of the employee, with an aim
of providing new challenges to the employee.

7.2 How Job Enrichment and Job Enlargement affect worker satisfaction and productivity
Both horizontal and vertical concepts have shown positive outcomes in enhancing productivity
of workers, as well as creating satisfaction in health workers and patients since they reduce
absenteeism, turnover, stimulate performance ad relieve boredom.

7.3 Alternative Work Scheduling arrangement that can be offered to potential and current
Employees.
Employers may adopt flextime approach, which is typically allowing workers to choose when
they can start and end their job, as long as they work they spend the same hours outline by the
organization. This approach improves employees productive and is mostly used in clerical or
management functions such as health insurance and human resources. However, employers need
to include a common during the day where all workers are required top be in job.