Sample Research Paper on Recruiting and Staffing Training Program

Recruiting and Staffing Training Program

Human resource management is one of the fundamental aspects in the success of every organization. Human resource management involves all activities of ensuring an organization has the right workforce to achieve its goals and objectives. The main functions of HRM in an organization include recruitment, training, performance appraisal, motivation and maintaining work atmosphere among other functions. Healthcare companies like every other organization require a strong human resource team in order to achieve all the above functions. Therefore, it is recommended to conduct strategic employee’s recruitment and training process in order to ensure the organization has the right professional.

Process Involved in Human Resource Planning, Recruiting, Interviewing, Selecting, and Hiring Of Employees

In the recruitment of new human resource management employees at the health care company, clearly defined process is involved. The process involves evaluating the need for hiring, developing position description, development of the recruitment plan, advertisement of the posts, review and short listing of applicants, interview, candidate selection and hiring (Arthur, 2012).

  1. Evaluating the need for hiring

The goals and need for hiring should be aligned with the overall organizational goals. The most-common need for recruitment of new staff in every organization is to ensure that every position has the right personnel with skills that will help in achieving the overall organization objectives (Arthur, 2012). The need to hire usually arises due to newly created position or replacement of existing employees. Human resource management in the new healthcare company is a new department; hence, it requires new personals to fill the positions.

  1. Developing job description

After evaluating the need to hire, the next step involves defining the job description of the identified post. Job description involves defining the significance of the position to the organization, defining the expected roles and responsibilities of the employee, defining basic education qualifications for the applicants and minimum work experience for the applicant and any other relevant information concerning the post.

  1. Development of the recruitment plan

This step involves defining a strategy that will be used to attract the required pool of candidates. The strategies to be considered at this step involve the best channels of advertisement to be used, placement strategy, posting period, short listing criteria, interview questions, selection mechanism, and communication method to be applied (Arthur, 2012). The step also involves selection of the recruitment committee and proposal of the recruitment budget. The recruitment plan developed must be approved by the health care company prior to its implementation.

  1. Posting or advertising the position

This step involves posting the described post to attract the applicant. Posting involves publishing the position in career websites, daily newspapers, magazines, job advertisement boards and other channels of advertisements. The posting should also guide the applicants on the job application procedure. Posting of the job position should be timely to ensure it attract a significant number of candidates to apply.

  1. Review and shortlisting of the applicants

Once the position has been posted, qualified candidates send their applications using the described procedure. In most cases, candidates either send job application letters with attached copies of resumes and certificates or apply online. At this step the recruitment committee review all the application and shortlist those candidates that meet the minimum requirements and they are called for an interview using the designated means of communication (Arthur, 2012).

  1. Interview

Panel interview is the most-recommended type of interview to be conducted in several organizations. It involves shortlisted candidates presenting themselves to the interview committee and they are asked a set of question to test their skills and credibility in the job position.

  1. Candidate selection

According to Arthur, (2012), candidate selection involves the interview committee discussing the outcome and performance of each candidate in the interview to identify the most-qualified candidate for the position. The step also involves reference checking to ensure that the information given by applicants is correct. At the end of the discussion, candidates are selected for each of the posted positions.

  1. Hiring

This is the last step of the recruitment position. It involves notifying the selected candidates to take the positions described. At this stage, the candidate is reminded the expected roles and responsibility and also negotiate on the salary and other job allowances.

Strategy for Training New Employees

Training of the newly selected employees in the human resource management department in the company important for its success. Employee training help to equip the newly hired employees with the necessary skills for the position they have been assigned. It also helps the employees to become conversant with the organization culture as well as helping them to comply with the set laws and regulations. A training strategy is essential in the training of employees since it helps in the provision of focused information that adds value to employees. A comprehensive employee training strategy should focus on evaluating the need for training, design and development of the training program, training implementation and evaluation (Kotey, & Folker, 2007).

  1. Evaluating the Need for Training

According to Kotey and Folker (2007), evaluating the need for training is the first step in employee training in every organization. In the case of the new health care company, the main goal for training is to introduce the newly hired information to the company. Thus, there is need to train them on how to carry out their roles and responsibility, show them the functioning of the organization and make them understand the company policy as well as rules and regulations. At this step, the training team should define both short term and long term goals of the health care company and identify possible training that will meet these goals.

  1. Designing and Development of the Training Program

The training program should focus on the newly elected employees in the human resource department. At this step, employees should be involved by asking skills they want to improve through the training. However, some training such as that covering orientation of the employees to the company, company policies, and time management among other common things in the company should be given to all employees. Skill based training such as specific job duty, or how to use various equipments should be conducted to a specific employee whose job is directly affected by such knowledge. The training team should also plan for the expected budget of the training as well as the training schedule to help in carrying out the training effectively (McNamara, 2007).

  1. Implementation of the Training

During the implementation of the training, all newly hired employees should be introduced to the company in an orientation process. The orientation will cover areas such as company rules and regulations, the functioning of the company, the mission goals and vision of the company and an introduction to other employees. Proper tools of training should be involved such as training modules, which can be distributed to employees, multimedia tools for effective training and role playing to involve employees in the training.

  1. Evaluation of the Training Program

Evaluation involves collecting feedback from employees in the training they have covered. Evaluation can also be done inform of asking question to the employees on the training they have covered. Changes should be made in the area where evaluation has detected weaknesses to ensure the effectiveness of the program (McNamara, 2007).

Training strategies to Motivating the Employees in Learn Key Aspects of Their New Jobs

For effective training, the training team should ensure that the employees are motivated to learn the key aspects of their new jobs. One of the strategies to ensure motivation is to focus on the use of multimedia tools during the training such as PowerPoint presentation and visual diagrams. Multimedia tools help the trainer to expresses his main points in a manner that is easier for the employees to understand. It also helps in bringing the ideal picture of the training scenario (Rabemananjara, & Parsley, 2006).

Another strategy that can be used during training to motivate employees is interaction between trainers and employees (Rabemananjara, & Parsley, 2006). The newly elected employees should interact freely with the trainers by way of engaging in discussions and asking questions on areas that they require clarification. This will motivate them to learn additional things about the company and their job.

Key issues that Human Resource Management Employees are Likely to Encounter in their job

The newly elect human resource management employees in the health care company are likely to encounter several challenges in their job. One of the issues that will face the human resource management employees is change management (Rothwell, & Whiteford, 2011). The new employees will have to deal with their own changing roles as well change in other employees. Research has shown that several people are resistant to change and, therefore, the new employee will encounter several change resistance from existing employees. Another challenge that is likely to encounter the HRM employees in the health care field is the compensation and benefits to other employees. Health care field is faced with a challenge of limited funding and, as a result, there is lack of enough money to compensate its employees. Human resource management is mandated to ensure that all employees are compensated fairly to ensure their motivation, which is a big challenge to them. The new human resource management will also be faced with challenges of complying with the set rules and regulations in the health care field. It is their duty to ensure that the healthcare company follows the required laws and regulations when conducting its functions (Bartram, & Dowling, 2013).

To overcome these challenges, the employee should carry out training to all their employees. The training should help the employees to understand rules and regulation in healthcare field as well as their roles and responsibility.

Visual Components to Enhance Training Program

For effective training of employees in the health care company, visual components will be used during the training. The most common visual components that will be used include diagrams and charts. The following are samples of visual elements that will be used in training the new employees in the health care company:

 

Organizational Chart of the Health Care Com

 

PowerPoint Presentation on Employee Motivation

Diagram on How to Develop Effective Team Work

References

Arthur, D. (2012). Recruiting, interviewing, selecting & orienting new employees. AMACOM Div American Mgmt Assn.

Bartram, T., & Dowling, P. J. (2013). An international perspective on human resource management and performance in the health care sector: toward a research agenda. The International Journal of Human Resource Management, 24(16), 3031-3037.

Kotey, B., & Folker, C. (2007). Employee training in SMEs: Effect of size and firm type—Family and nonfamily. Journal of Small Business Management, 45(2), 214-238.

McNamara, C. (2007). Employee training and development: reasons and benefits. The Free Management Library.

Rabemananjara, R. N., & Parsley, C. (2006). Employee training decisions, business strategies and human resource management practices: A study by size of business. Small Business Policy Branch, Industry Canada.

Rothwell, W. J., & Whiteford, A. P. (2011). 11 Corporate Employee Training and Development Strategies. The Oxford Handbook of Lifelong Learning, 149.