Welcome to Week 4 of the course!
In Week 3, you learned about designing a job description for a healthcare organization. The week also focused on understanding performance management in healthcare organizations. In addition, you examined the common practices and processes in addressing employee relations.
This week, you will learn some exciting and informative facts about healthcare recruitment, selection, and retention.
This week also focuses on methods, metrics, and best practices related to recruitment, selection, and retention.
Let’s begin this week by understanding what recruitment, selection, and retention mean.

Your Learning Objectives for the Week:

  • Explain the importance of the HR function in healthcare organizations in terms of strategic planning.
  • Critique the management of compensation and benefits packages
  • Utilize critical thinking to analyze major HR challenges facing healthcare organizations and evaluate methods of minimizing the negative impact.

MHC6306 WEEK 4 LECTURE, DISCUSSION, AND PROJECT INSTRUCTIONS 1

Recruitment; Selection; and Retention

Recruitment, selection, and retention of healthcare employees are a mixture of complex and time-consuming activities. These activities throw special challenges, keeping the human resources (HR) professionals busy.

As healthcare professionals need to be in close proximity with their customers (the patients), it is imperative for any healthcare organization to recruit individuals who have the qualifications and experience to care for and be empathetic to patients. The HR department plays a vital role in ensuring that there is a successful recruitment program in place. A successful recruitment program ensures that the candidate selected for a position is the right fit for the organization.

Human resource management must stay on top of the multiple barriers that can interfere with an established and successful recruitment program. Some of these barriers are:

· Workforce shortages

· Unfair compensation and benefits packages

· Flawed employee relations

· Inflexibility in staffing

· Unstable leadership

· Poor staff development

· Lack of opportunities for advancement internally

It is the responsibility of the HR professional to ensure that the organization does not face these barriers in its recruitment programs.

You have discussed healthcare recruitment, selection, and retention methods; metrics; and best practices.

This week, you learned about the importance of HRM as it relates to healthcare recruitment and retention. This unit also explored the importance of implementing labor and union laws and the impact of HRM on maintaining sufficient staffing. Next you will review the interview process.

Resources

From the South University Online Library, read the following:
Corporate Sustainability: The Environmental Design and Human Resource Management Interface in Healthcare Settings

From the Internet, read the following:
Searl, M. M., Borgi, L., & Chemali, Z. (2010). It is time to talk about people: A human-centered healthcare system. Health Research Policy and Systems, 8, 35. doi: http://dx.doi.org/10.1186/1478-4505-8-35

Interviewing

In an interview, an individual or a group meets a candidate to assess his or her knowledge and experience for a position.

The interviewing and hiring process is led by the HR department for the entire organization. In healthcare today, there are unique challenges to consider when hiring candidates. For example, many HR representatives have insisted that the best way to handle difficult employees is to never hire them in the first place. Regardless of how much truth there is to that, few would argue with the sentiment that good hiring leads to a better workplace.

Selecting the right

Page 1 of 1
Human Resource Management in Healthcare Organizations

©2014 South University

Types of Recruitment

There are two types of recruiting in a healthcare organization—internal recruitment and external
recruitment.

Aspect Internal Recruitment External Recruitment

Definition

Refers to recruitment within the
organization from the existing
workforce

Refers to the recruitment of a
suitable candidate from outside the
organization and is most often done
in congruence of internal recruitment

Methods  Internal job postings

 Promotion and transfer

 Employee referrals

 Word of mouth

 Advertising through personal
contacts

 Internet advertising

 Advertisement in the media

 Journal advertising

 Professional placement agencies

 Employment agencies

Advantages

 This method is faster and
cheaper than external
recruitment

 Applicants are familiar with the
business and its operations

 The training cost of internal
employees is lesser than that
of external employees

 New people bring in new ideas

 There are more applicants to
select from

 This method brings in people
with varied experiences

Disadvantages  Limited potential applicants

 Lack of new ideas

 Long and tedious selection
process

 High training cost of new
employees

10/10/21, 6:25 PM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406873&evalObjectType=5&userId=4901&viewTypeId=3&rubricId=6574&gr… 1/4

Close

Print RubricSUO Discussion Rubric (80 Points) – Version 1.2
Course: MHC6306-Human Resource Management in Healthcare Organizations SU01

Response
No Submission
0 points

Emerging (F-D: 1-
27)
27 points

Satisfactory (C: 28-
31)
31 points

Proficient (B: 32-35)
35 points

Exemplary (A: 36-
40)
40 points

Criterion Score

Quality of Initial

Posting

/ 40
No initial posting exists

to evaluate.

The information provided

is inaccurate, not focused

on the assignment’s topic,

and/or does not answer

the question(s) fully.

Response demonstrates

incomplete

understanding of the

topic and/or inadequate

preparation.

The information provided

is accurate, giving a basic

understanding of the

topic(s) covered. A basic

understanding is when

you are able to describe

the terms and concepts

covered. Despite this

basic understanding,

initial posting may not

include complete

development of all

aspects of the

assignment.

The information provided

is accurate, displaying a

good understanding of

the topic(s) covered. A

good understanding is

when you are able to

explain the terms and

topics covered. Initial

posting demonstrates

sincere reflection and

addresses most aspects

of the assignment,

although all concepts may

not be fully developed.

The information provided

is accurate, providing an

in-depth, well thought-

out understanding of the

topic(s) covered. An in-

depth understanding

provides an analysis of

the information,

synthesizing what is

learned from the

course/assigned readings.

Participation
No Submission
0 points

Emerging (F-D: 1-
13)
13 points

Satisfactory (C: 14-
16)
16 points

Proficient (B: 17-18)
18 points

Exemplary (A: 19-
20)
20 points

Criterion Score

10/10/21, 6:25 PM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406873&evalObjectType=5&userId=4901&viewTypeId=3&rubricId=6574&gr… 2/4

Participation
No Submi

10/10/21, 6:26 PM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415123&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251904&… 1/3

Close

Print RubricMHC6306 Week 4 Project Rubric
Course: MHC6306-Human Resource Management in Healthcare Organizations SU01

Criteria
No Evidence
0 points

Unsatisfactory
4 points

Satisfactory
8 points

Proficient
12 points

Exemplary
15 points

Criterion Score

Includes all

assignment

components and

meets graduate

level critical

thinking. A

purpose

statement is

identified for the

response.

/ 15

Integrates and

understands

assignments

concepts and

topics.

/ 15

Student did not

submit assignment

Work minimally

meets assignment

expectations. No

purpose statement

is provided.

Assignment meets

some expectations

with minimal depth

and breath. Purpose

statement is vague.

Assignment meets

most of

expectations with all

components being

addressed in good

depth and breadth.

Purpose statement

is present and

appropriate for the

assignment.

Assignment meets

all expectations with

exceptional depth

and breath. A

comprehensive

purpose statement

delineates all

requirements of the

assignment.

Student did not

submit assignment

Shows some degree

of understanding of

assignment

concepts.

Demonstrates a

clear understanding

of assignment

concepts.

Demonstrates the

ability to evaluate

and apply key

assignment

concepts.

Demonstrates the

ability to evaluate,

apply and integrate

key assignment

concepts.

10/10/21, 6:26 PM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415123&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251904&… 2/3

Total / 50

Criteria
No Evidence
0 points

Unsatisfactory
4 points

Satisfactory
8 points

Proficient
12 points

Exemplary
15 points

Criterion Score

Synthesizes,

analyses, and

evaluates

resources to

apply concepts

in the

assig