Thursday, February 16, 2017

Human Resources Health



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.