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Title of the paper

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Manage recruitment

Issues and solution

Key issues that are identified in the organization

The major issues in the organization include:

1. Lack of effective grading policy:

The organization lack an effective grading and ranking system, which makes it tough for the

management to specify the job position's importance based on the difficulty of the job. The evaluation

of the job provides the ranking system, which makes it clear which job is more difficult and therefore

should be given a higher rank and which job position will require a minimal salary. The lack of such a

system makes the recruitment of the employees difficult since they might not be treated fairly.

Solution: job ranking tool:

There are several job ranking tools presented by HR professionals that are helpful in ranking the job

and provide effective measures in order to make the job system more regulated. For this purpose, the

HR professionals should obtain the job information; first, the raters and the jobs that need ranking

should be identified, and then the compensable factors required should also be specified. With the

help of this information, the job can be ranked accordingly.

2. Lack of records:

The evidence from the auditing of the organization shows that there is a lack of proper record keeping

of the recruitment process and the employees that are hired. The records of the employees hired, their

identities, the health and safety measures, and required assessments are not present, which means that

the record-keeping of the organization lacks regulation and honesty. Such a situation can be greatly

harmful to the organization since the lack of records will lead to fraud, embezzlement and other such

activities. This can also lead to legal actions against the organization.
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Solution: effective record management

Record management can be a solution to this issue as it will provide the organization with detailed

and organized records of all the operations that are taking place within the organization, including

hiring, compensating and making jobs secure. Effective record management will be only possible

when the organization is able to create the records which are needed, and no unnecessary information

is filled in them; moreover, they should be retained to keep them safe, and a backup of these records

should be generated. The information should be retrieved immediately when required, and therefore

the right technology is essential.

3. Poor workplace relationship:

The workplace relationship should be limited to professional limits only. Personal relationships at the

workplace, such as office dating and friendship, should not affect the working and professional limits.

However, in the hospital, nepotism and romantic relationship are found to be affecting the hiring

process as the upper management is directly involved in this unfair recruitment.

Solution: anti-nepotism policy

An active anti-nepotism policy should be present in the organization, which will provide the rules

while hiring any employee. The rules and regulations of the policy should be present in the handbook

for the employees so that related individuals should be prohibited from working in the same

department. Related training is also a method to avoid unethical relationships in the workplace.

4. Lack of technology

Technology is one of the essential components for the efficient working of the organization. It is only

important for day-to-day functioning but also the recruitment can be made effective. For the

presented case, the lack of technology in the organization is making it unable to bring the younger
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talent. Such conditions will make it less innovative, and the problem-solving system can also suffer as

there won't be unique ideas that are present in the younger employees.

Solution: adoption of new technology

There are several types of technologies adopted by the organization that is present in the market.

From operations to the hiring process, technology can aid it in generating effective and efficient

results that are not present due to manual work. The presence of technology will not only make

operations faster and more reliable, but the young talent who is surrounded by this technology will

also be attracted to the hospital. The younger generation is more dependent on technology and is able

to generate betters results from the use of these tools; therefore, adopting the technological measures

and hiring these young employees will bring a win-win situation.

5. Inconsistent recruitment process:

The inconsistent hiring process of the organization makes it ineffective the hiring the best fit for its

job position. When there is no consistent hiring process, recruiters can ask whatever they want,

whether it meets the criteria of an interview for the specific job position or not, they can elicit canned

questions or can show biasness; therefore, the hiring process becomes unfair. If the problem is

analyzed more deeply, the managers might not know what they are doing. As a result, the problem

continues without the identification of the root problem.

Solution: apply consistent procedure:

With the help of an organized job description and analysis, the managers can come up with some of

the basic standards for the hiring process that can be implemented throughout the organization. All

departments can implement that criterion by tailoring them according to their needs. As a result,

consistency in the hiring process will be achieved, providing the organization with the ability to hire

the most potential and suited employees for certain positions without fearing unfair or biased hiring.
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Retention of the employees:

To run a successful business, it is important that the organization is able to retain its employees for a long

period. With the help of retention of the employees, the consistency and quality of the work can be made

possible to achieve as the employees who are talented enough to complete their jobs can be associated

with the organization in the long term. Retention of the employees ensures that there is a team-like

environment built in the organization, and therefore a productive bond is created in the workplace.

It might seem like the retention of employees is not a hard job; however, one of the major issues that are

present in the organization related to human resource management is the retention of talented employees.

There are several factors that are associated with the decreased retention rate in the organization,

including lack of effective compensation, negative working environment, attractive opportunities for

growth in the other organization and many others. In such conditions, the organizations tend to provide a

workplace to the employees who are not only attractive but are also able to retain the employees for a

longer period. In this regard, an effective compensation policy is presented to be the most beneficial.

The compensation policy that can be beneficial includes competitive pay, a package that is not only

according to the skills and experience of the employees but also according to the market competition that

can fulfil the need of the employees. Moreover, the compensation package that includes benefits other

than base salary will also be an attractive feature for the employees. When they are able to fulfill their

needs, both intrinsic and extrinsic, the employees tend to stay with the organization.

Training needs analysis and performance management:

Performance management is a very complicated task; there are many times when the managers will look

at the performance chart of the employees, find that the performance is declining and will suggest that the

employee needs a training session. However, there is no benefit from that training session, as the training

might be unnecessary, uninterested or irrelevant. Therefore training need analysis is an effective method
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to provide the managers with the insights that will help them to make decisions about the training of the

employees.

Since TNA provides the analysis of the required knowledge to perform the job and the current knowledge

present in the employees, with the help of this, the employees can be provided with effective training that

will increase their knowledge level of the employees. With the help of this relevant training, the

employers will be able to manage the performance in the area where the employees might not be

performing according to the desired levels. The benefits that make the performance increase due to TNA

include clear expectations. Since the employer will know what the employee should be able to learn and

how it will affect the performance, the clear expectation helps them to only put the burden that the

employee will be able to manage.

Another benefits include is direct training in the areas where required. A TNA will provide the employer

with the areas where the performance is lower and the ability of the employees is not matching the set

criteria. In this way, the training will be made highly relevant to the performance without wasting the time

and resources of both employees and employers.

Task analysis:

Task analysis provides the accurate quantification of the various demands of the job. The task analysis

team will collect, analyze and interpret the data on various factors that are involved in the job and with

the help of it, an effective job description can be created. When the employers know what tasks a job

description will have, they are able to create the precise expectation from the job, and therefore the

expected candidates are able to determine whether they are going to work for the organization or not. The

benefits of the task analysis include ensuring that the employees have a very clear understanding of the

requirements of the job and the productivity that is aimed. In this way, they will be able to align their

abilities with the presented tasks of the jobs. Moreover, a well-established and conducted job analysis will

provide the organization with a legal, defendable and credited job description. This will increase the
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validity of the job description and will decrease threat of the legal actions. Lastly, a task analysis will

provide the organization with the flexibility of changing it according to the changes in the job. In such

conditions, rather than changing the entire job description, only the part of the job description will be

changed.

Well-planned orientation:

Orientation is very important for new employees as it lays the foundation of the experience of the

employees in the organization. The entire career of the new employee in the department will be initiated

from this step; therefore, the need for a well-planned orientation is very important. Without an effective

orientation, the employees feel uncomfortable as they are unable to determine the rules, regulations and

expectations of the organization. Moreover, finding the opportunity to interact with the existing

employees will be a burden for the new employees.

A well-planned orientation will provide accurate information to the new employee to make them more

comfortable in the new workplace. Moreover, the new employees will be able to get high confidence in

the job, and the adaption to the new environment will be beneficial.

Change management:

Change management can have several effective strategies through which the organization is able to

manage any amendment in the workplace effectively. These initiatives can include the proposed

incentives, which are attractive to the employees so that they are able to get aligned with the new policies.

Moreover, the redefinition of the culture and values will also help in the change management, and the

authority should be exercised effectively. The shift in the burden of change should be handled effectively

so that not certain segments will feel all the pressure.