Questions On Past Fiscal Year

3. How can an organization maintain its image while dealing with a talent surplus? If layoffs are necessary, what would you recommend managers do to ensure that survivors remain committed and productive?

5. Why do interviews tend to be ineffective at determining whether a candidate will perform well on the job? How can managers improve the interview process?

The board of directors and the president know that they have serious human resource issues that will have to change in order for them to compete in the local healthcare market as an employer-of-choice. As in any healthcare organization, fiscal resources are limited, but the board is firmly committed to investing in a well developed human resources plan to decrease turnover and stem the ever-growing turnover and vacancy rates. The president has asked you to attend the next board of directors meeting to share your plan for addressing these serious issues. What will you tell them in your presentation to address the retention and recruitment problems? (Points: 5)

One of the tools Sharp managers use to retain the employees is re-recruitment of current employees rather than new ones. Re-recruiting recognizes employees for their contributions, renews their sense of self-worth and loyalty, and ensures their longevity. The management places employees in three different categories based on their performance. The categories include great, good and low-performing employees. The management meets with employees in each category individually. However, when they meet with their great performers, they let them know they are a valuable asset to

Question 4: What did you learn about the relationship between workforce management and business results?

2. In 350- to 500-words, compare and contrast the recruiting strategies you have chosen. Which recruiting strategy would you use to recruit for this position? Why?

After this interview, my perspective on patient care has changed. In the future, I will work to increase patient autonomy. Although the patient was a minor, his voice should still be heard when deciding a care plan. As an OT, I will work on creating a role for the patient on their own care team. In the future, I can accomplish this by holding frequent team meetings with the patient and caregivers

The recruiting and development process should be a top priority for Ashley Wall. In the short term, Ms. Wall should focus on recruiting internal applicants to improve productivity. Internal applicants have less turnover then external applicants. In the long term, Ms. Wall should ensure that the skills that are utilize to evaluate future foremen are directly related to the job. For example, great communication and interpersonal skills should be important skills that are considered during the recruiting process. By making these simple changes, the team communication processes should improve. Furthermore, new foremen should feel better equipped to handle their jobs.

Everyday in this facility is a day filled with learning experiences. I feel like I’m getting confident with my skills and how I communicate with my nurses, clients as well as their family members.

The title of the article, Where Has All The Staff Gone?: Strategies to Recruit and Retain Quality Staff instantly draws the reader in, especially a human resources specialist looking to find methods for recruitment and

It is vitally important for any organization to hire the best candidates for their company. “The hiring approach or strategy is imperative to any organization seeking to dominate or sustain themselves with-in their market-place.” (Sullivan, Dr. John, July, 25, 2011).

For this assignment, you will pretend that you have an upcoming interview for the job of your choice, working for the organization of your choice. You will then answer the below questions in attempt to prepare for your interview.

In my current position as the nurse of Coastal Carolina Integrated Medicine, I exercise ownership and compassion to promote patient satisfaction. My prior position as a medical assistant, at Dr. Zukoski’s office, afforded me opportunities to develop and refine my customer service, telephone etiquette, interpersonal, time management, and Microsoft Office skills. These skills enable me to successfully perform clerical duties. I made it a point to gain work experience while in school, thus demonstrating a solid work ethic. My academic courses helped me to acquire a vast knowledge of management skills, as well as healthcare policies and procedures. I am adept at business troubleshooting and problem-solving, along with management related issues

Renee has been prepping for this interview for six long weeks. Interview day has finally arrived; in less than 24 hours she will be sitting in the Human Resource office at St. Jude Children’s Hospital. As she rambles through her closet searching for the perfect business suit, she starts to give herself pep talks for the morning. “You can do this, Renee. Smile and remember to give a firm handshake” She has dreamed of becoming a nurse since forever. She finally finds that perfect suit with the perfect heels, along with her briefcase to show them that she is the right nurse for their research hospital. She’s been at the top of her class ever since elementary school and she remained focused all through Medical school to earn her degree as an ARNP.

Recruiting highly capable employees has become more than an art, it has now become a strategy. And taking a strategic approach means utilizing a strong recruitment and selection process to attract the right candidates to my organization. The strategy has grown, there are several effective recruitment and selection strategies that are far more advanced than simply asking the right questions.