Recruitment Seminar PPT

SUMANDEEP VIDYAPEETHSUMANDEEP NURSING

COLLEGEPIPARIA, VADODARA

SUB. – NURSING MANAGEMENT

TOPIC: RECRUITMENT

PRESENTED ON : 4/11/2015

SUBMITED TO : MS SIJO KOSHY

ASSO. PROF., DEPT. OF OBG. SNC

SUBMITTEED BY: MR JONILS MACWAN

FINAL MSC STUDNT SNC

Soichiro

Akio Morita

Walt

Honda

Sony

Disney

• Recruitment is a process of securing applicants to fill vacant positions.

• Recruitment and selection are the phases of the same process.

• Recruitment is a positive process of searching the employees.

• Selection is a negative process, it involves rejection of unsuitable candidates.

DEFINITION:-

• Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization” .

• “The recruitment is limited to specific steps taken to attract suitable candidates to apply for examination”

TYPES OF RECRUITMENT:-

1. Planned- Arise from changes in organization and recruitment policy

2. Anticipated: By studying trends in the internal and external organization

3. Unexpected: Arise due to accidents, transfer and illness

BASIC ELEMENTS OF RECRUITMENT POLICY:-

• 1.Discovery and Cultivation of employment Market• 2. Use of Attractive literature• 3. Use of publicity• 4. Use of scientific entrance test• 5. Placement program for right man to right place

OBJECTIVES OF RECRUITMENT :-1. ATTRACT MULTIDIMENTIONAL SKILLED AND EXPERIENCES

FOR PRESENT AND FUTURE ORGANIZATIONAL STRATEGIES2. INDUCT OUTSIDERS AS A LEADER IN ORGANIZATION3. INFUSE FRESH BLOOD AT ALL LEVELS4. DEVELOP ORG. CULTURE TO ATTRACT COMPETENT PEOPLE5. DEVISE PROPER METHODOLOGY FOR ASSESSING

PSYCHOLOGICAL TRAITS6. SEARCH TALENT GLOBALLY 7. DESIGN ENTRY PAY THAT COMPETS ON QUALITY8. ANTICIPATE AND FIND PEOPLE FOR POSITIONS

SOURCES OF RECRUITMENT :-1. INTERNAL SOURCES• Present employees• Former employees• Previous applicantsADVANTAGES Less costly Typically have a better knowledge of the internal candidates’ skills and

abilitiesDISADVANTAGES Creative problems solving may be loose b the lack of new talents Politics probably has a greater impact on internal recruitment

SOURCES OF RECRUITMENT :-2. External Sources• Professional or trade association• Advertisements• Employment Exchange• Campus recruitment• Walk-ins • Consultants• Contractors3. Modern Sources• Walk-in• Consult-in• Tele recruitment (through World Wide Web)

METHODS OF RECRUITMENT:-

Direct:- These include sending travelling

recruiters to the education and professional institutions, employees contact with public and manned exhibits.

Indirect:- Indirect methods involve

mostly advertising in • Newspaper,• Radio,• Journals and • Technical magazines.

Third party:-

These includes• commercial or private employment agencies,• School, colleges and professional associations, • Recruiting firms, management consulting firms,• Indoctrination seminars for college,• Employee referrals,(Friends, relatives),• Trade unions,• Voluntary organizations,• Computer data banks,

RECRUITMENT PROCESS

1. PLANNING2. STRATEGY DEVELOPMENT3. SEARCHING4. SCREENING5. EVALUATION AND CONTROL

FLOOD

CREDENTIALING

• MEANINGCredentialing is the process of establishing of

licensed professionals, organizational members and assessing their background and legitimacy. It may granting and reviewing specific clinical privileges and medical or allied health staff membership.

CREDENTIALING

DefinitionIt is the process of establishing the qualifications

of licensed professionals, organizational members or organizations, and assessing their background and legitimacy.

CREDENTIALING

SIGNIFICANCEIt is very significant because it shows that an

individual or company performing a service is qualified to do so.

For example: your dr. must have certain credentials to prescribe medicine to you.

CREDENTIALING

LEGAL PROTECTIONIt is a good idea to have credentialing process to

protect you and your business from a lawsuit or other legal problems.

CREDENTIALING

HEALTH CARE CREDENTIALINGHealth care credentialing is a system used by various

organizations and agencies to ensure that their health care practitioners meet all the necessary requirements and are appropriately qualified. The credentials may vary depending on the specified area of the practitioner.

E.g.. An registered nurse may have different credentialing forms than an physician.

CREDENTIALING

COMPONENTS 1. APPOINTMENENTS( Evaluation and selection of

nursing staff)2. CLINICAL PRIVILEDGES( Declaration of specific

nursing services may managed within the institute)3. PERIODIC REAPPRAISAL(Continuing review and

evaluation of each member of the nursing staff)

CREDENTIALING

Criteria for selection of Nursing Staff• Proof of licensure• Education and training• Specialty board certification• Previous experience• Recommendations

SUMMARYREMINDING FEW DISCUSSED POINTS

Recruitment• Types of recruitment(Planned, Anticipated, Unexpected)• Objectives• Sources of recruitment(Internal, External, Modern)• Process(Planning, Strategy develop., Searching, Screening, Evaluation &

Control) Credentialing(definition, significance, Legal Protection, Profession)

RECRUITMENT PROCESS

SELECTION

SELECTION- • The process of selection leads to employment

of persons having the ability and qualification to perform the jobs which have fallen vacant in an organization.

• The basic purpose of selection is rejection of unskilled candidates and choosing a right type of person on various positions in the organization

STEPS IN SELECTION PROCEDURE: • Interview by Personnel Department• Pre-employment tests(written/oral/Practical)• Interview by departmental head• Decision of administrator to accept or reject• Medical Examination• Check of reference• Issue of appointment letter• Placement

STAGES OF SELECTION PROCEDURE:

1. INTERVIEWIt is the most intricate and difficult part of the selection process.It can be divided into four parts:2. The warm-stage3. The drawing-out stage4. The information stage5. The forming an-opinion stage


2. PRE-EMPLOYMENT TESTSTo ensure selection of the most suitable candidates for various posts,

interviews should be conducted carefully & pre-employment tests should be held in a systematic manner wherever necessary and possible.

Test can be divided into four types:a) Test of general ability- intelligence( find candidate’s internal calibre)b) Test of specific ability- aptitude (find individual has the capacity or talent

to learn a new job, if given adequate training)c) Test of achievement- trade( find the present level of proficiency that a

person has achieved)d) Test of personality: (find that certain personality characteristics for sales

job, supervisory job,etc.


3. FINAL APPROVAL BY THE HEAD OF THE INSTITUTEAfter personnel department committee completes their

selection process they send application to head of institute for final approval, who generally hiring authority.

Eg.In Hospitals, the head of the hospital may prefer to interview all the candidates himself for the key jobs and leave it to selection committee for the less vital jobs.


4. REFERENCEThe references provided by the applicant should be

cross- checked to ascertain his past performance and to obtain relevant information from his past employer and others who have knowledge of his professional competence.


5. MEDICAL EXAMINATIONThe medical examination of a prospective employee is

an aid both to the employee and to the management. The selection of the right type of employee who can give his best and be happy requires a thorough knowledge of his physical capacities and handicaps.


6. ISSUE OF APPOINTMENT LETTERAfter all steps of selection the important step comes is

issue of appointment letter which gives legal right to the employee and welcoming offer to be a part of his prospective organization.


7. PLACEMENTPlacements are a credit bearing part of a degree course. If a

student opts out of a placement or there is no placement available, this means that placement is not guaranteed.

Importance:• To fairly and without any element of discrimination evaluate

job applicants in view of individual differences• To employ qualified and competent hands• To place job applicants in the best interest of the

organization

PROMOTIONPromotion policy is one of the most controversial

issues in every organization. The unions generally favors promotions on the basis of seniority.

Definition:A change for better prospects from one job to

another job is deemed by the employee as a promotion.

PROMOTIONFACTORS IMPLYING PROMOTION:

INCREASE SALARY

UPWARD MOVEMENT

IN THE HIERARCHY

JOBS

INCREASE PRESTIGE

ADDITIONAL

SUPERVISORY

RESPONSIBILITY

BETTER FUTURE

PROMOTIONPROMOTION POLICYThe management usually favors on the basis of

merits and the unions opposite to that favors seniority promotional criteria.

However, in practice, both seniority and ability criteria should be taken into consideration.

PROMOTIONPROMOTION POLICYIt includes-1. Charts, diagrams showing job relationship and ladder of promotion 2. Definite system for making a waiting list3. Notification of all existing vacancies to all employees4. Eight factors must be basis for promotion: Achievement Experience Seniority Initiative Recognition in ladder of promotion Knowledge and experience according to vacancy Record of loyalty and cooperation Outstanding service in terms of quality as well as quantity

PROMOTIONPROMOTION POLICY

ADVANTAGES: Loyalty amongst employees Increase satisfaction generates motivation provide ample of opportunities Increases productivity

Research Article• International Nurse Recruitment in India• Objective• This paper describes the practice of international recruitment of Indian nurses in the model

of a “business process outsourcing” of comprehensive training-cum-recruitment-cum-placement for popular destinations like the United Kingdom and United States through an agency system that has acquired growing intensity in India.

• Findings• Despite the extremely low nurse to population ratio in India, hospital managers in India are

not concerned about the growing exodus of nurses to other countries. In fact, they are actively joining forces with profitable commercial ventures that operate as both training and recruiting agencies. Most of this activity is concentrated in Delhi, Bangalore, and Kochi.

• Conclusions• Gaps in data on nursing education, employment, and migration, as well as

nonstandardization of definitions of “registered nurse,” impair the analysis of international migration of nurses from India, making it difficult to assess the impact of migration on vacancy rates. One thing is clear, however, the chain of commercial interests that facilitate nurse migration is increasingly well organized and profitable, making the future growth of this business a certainty.

http://www.ncbi.nlm.nih.gov/pubmed/17489924

REFERENCE:-

• Rebecca Samson Unit VII,Page no 99-101,. Nursing Administration, 2nd Edition,

• B T Basavantappa, Page no-188-199. Management Of Nursing Service And Education, 3rd Edition, Nelam Kumari, Page No-50-54.

Healthcare

Recruitment Seminar PPT