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Staffing
Process of assuring that the right person is completing the right tasks within predetermined work units and that these persons have the necessary skills to do the job
Ensures that the organization will have sufficient quantity and quality of personnel to achieve its mission and goals
Recruitment
Consists of all activities associated with attracting qualified candidates.
Placement
Refers to candidate application, screening, interviewing, selection, and hiring process
Steve Jobs
The secret of my success is that we have gone to exceptional lengths to hire the best people in the world.
Human Resource Planning
Collaborating with management and supervisors at all levels of the organization to forecast the organization’s short-term and long-term personnel needs.
Recruitment
Seeking out and attracting adequate numbers of qualified personnel to meet the organizational needs on an ongoing basis, including contingencies such as resignations and leave of absence.
Hiring
Selecting the appropriate personnel for vacant positions and associated activities such as benefits counseling, background, and reference checks.
Orientation
Introducing the new employee to organizational policies, procedures, values, personnel, and environments.
Training and Development
Meeting the short- and long-term education and professional development needs of employees at all levels of the organization.
Separation
Terminating the employment of personnel because of resignation, inadequate job performance, or a decrease in organizational resources; disciplinary activities may preclude this, as necessary.
Human Resource Planning
In developing a staffing plan, identify the number, type, and qualifications of staff needed to meet the needs of a department and its customers.
Must consider the skills of staff members within an employee classification.
Recruitment and Hiring
Most important functions that managers must perform. It must be approached with the utmost care and attention.
Recruitment and Hiring
It includes identification of the type of employee needed based an established staffing plan, advertising for candidates, and screening and interviewing candidates to identify a candidate who is a good match for the vacant position.
Advertising
Includes writing and placing an ad or announcement in a newspaper, professional magazine, or journal.
New development and approach to staff recruitment
The use of social media, such as Facebook, and develop networks through such as LinkedIn.
This is involved in screening employees
Reviewing applicants basic qualifications and experience to determine if they meet the preestablished criteria for hiring.
Screen out Candidates
This is during the interview process because of poorly written cover letters or resumes, which indicate a lack of professionalism.
Traditional
General information about the candidate
Situational
Response to an imaginary situation
Behavioral
Previous situation assuming past behavior will predict future behavior.
Stress
Intended to unnerve candidates to assess their stress response
Candidate Question
Interviewee to the interviewer to assess interviewee’s preparation.
Managers must have this
Both technical knowledge of the job to be performed and the “feel” about a candidate
Employee Attribute
Direct style of conflict management
Commited to maintaning a role in patient care
Creative problem-solver
Open-Ended Question
Tell me about a time that you had to give someone you supervised some difficult feedback and how you went about doing it.
If you could design your perfect job, what would be the mix of supervisory duties and patient care responsibilities.
Tell me about a time that you faced a complex problem and how you lead your team in the process of solving it.
This is included in hiring new employees
Checking references and negotiating salary, benefits(including relocation expenses), and the date of employee will begin work.
Orientation
Helpful list of suggestion for orienting an employee to make them feel welcome in his or her organization
Training, Education, and Development
When performance improvement is needed.
To “benchmark” the status of improvement
As part of succession planning to help an employee be eligible for a planned change in role in the organization.
To train about a specific topic to meet customer service
Training activities
Related to improving an employee’s capacity to perform his or her current job.
Education Activities
Related to improving an employee’s capacity for specific but future job.
Development activities
Related to overall capacities that may be used in any job, such as time management or communication skills
Guidelines in Training and Development
It must be Action-Oriented
It must be an ongoing process
It should allow room for mistakes
It must be flexible
All phases of the development must be controlled and monitored
Management
On-the-job (OJT)
Job Rotation
Creation of “Assistant to” position
Off-the-job
Non-Management
On-the-job (OJT)
Apprenticeship and Internship
Discipline and Separation
Overseeing performance and providing feedback and guidance to employees to correct inappropriate behavior (such as tardiness to the workplace), as well as to improve the quality and quantity of performance if it does not meet minimal standards.
Formal Disciplinary Process
Managers should utilize this
When providing feedback to unacceptable or substandard performance
Disciplinary Procedures
It is beneficial and necessary for the safety and well-being of those the organization serves, as well as its health and survival.
Progressive Disciplinary Systems
It provide multiple opportunities for the employee to correct deficiencies.
Should also provide multiple opportunities for the manager to offer assistance, and to ask the employee what the manager or organization could do to help the employee overcome the difficulty they are experiencing.
In terminating an employee
No manager should act alone
Someone from personnel or human resources
It should always be involved to provide guidance and support to the manager and to be a witness to the actions taken.
Step 1
Remind or Reinstruct
Step 2
Verbal Warning
Step 3
Written Warning
Step 4
Suspension
Step 5
Termination
