Essay Sample on Martin's Point: Better Health Care at Lower Costs

Introduction

Martin's point health care Inc. is a leading health care organization focusing on better health care provision at lower costs in the communities that they serve. It is a not-for-profit organization with the primary objective of assisting patients, and health care plan members achieve healthy lives, with the promise of treating each of them with warmth, concern, and attention. The organization's administrative offices are located in Portland, Maine, but the health care plans and services are distributed in Maine State and beyond ("Martin's Point Health Care," 2019). The health care facility provides services for the entire family in addition to other services to meet the patient's diverse needs. Most of its affiliated health care facilities offer onsite medical services such as lab services, pharmacy, and radiology. Through strategic collaboration, Martin's Point Health Care, Inc. has been able to provide healthcare services that meet the needs of their clients. In order to achieve quality healthcare service provision and meet the needs of the patients, there is a need to apply sustainable recruitment and selection strategy. Effective recruitment and selection strategy in a healthcare organization helps attain high motivation levels and works as an empowerment tool to the healthcare professionals.

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The health care sector has been overturned by increasing pressure to keep the costs down while at the same time adopt medical technologies which are aimed at enhancing service provision. While this is done, there has been a shortage of healthcare practitioners which is expected to be worse at the end of the decade when a significant proportion of the nurses are expected to reach the retirement age (Buchan & Dovlo, 2004). The recruitment and retention strategy at Martin's Point Health Care includes recruiting qualified practitioners and retaining talented employees. The organizations work with a team of talented recruiters who works hard to bring exceptional personnel to the organization. Leading edge strategies are used to hire the most qualified employees, which creates a ripple effect on service provision and the realization of unique patient needs. An environment of continuous improvement has also been created to help identify advanced recruitment approaches, build talent pipeline among the existing employees, and report on key competency needs. For the retention, skilled employees should be provided with incentives that range from promotions, bonuses, and professional growth and development (Weech-Maldonado et al., 2018).

Strategic Recruitment Plan for the Healthcare Organization

Prepare for recruitment: This is the step of the recruitment plan. At this level, the human resource managers develop health professional plan, prepare a practice assessment tool, determined the roles and responsibilities of the staff, and determines the most appropriate salary and benefits for the employees. This is done to guide the prospective employees on their expectations and goals while working at the organization. It is also important to develop an in-house recruitment system that can help the management in promotions and avoid possibly high costs of recruitment. For the case of outside recruitment, promotional materials will play a critical role in reaching a large pool of prospective employees. It is at this stage that the management decides on the selection criteria and develop the recruitment plan to be used in the entire process. Since Martin's Point Health Care focuses on skilled and talented healthcare practitioners, it is important to invest more in promotion materials to reach a large pool of applicants and select the best from the pool.

Identify prospects: This will be done through targeted direct mails, advertisements, and direct contacts which involve cold calling. The selection process can also be outsourced to other companies to help collect a large pool of candidates for interview.

Identify suspects: At this level, a description of the opportunities are highlighted, the needs and interests of providers are determined and follow-up for additional information facilitated. From a larger pool of prospective employees, the suspects are selected based on their interests and description of opportunities provided. Employees who cannot meet the needs of the patients will pull out. Those who cannot meet the description of the

Applicants' selection: The remaining applicants will send their resume for screening based on the selection criteria. At this stage, the applicant tracking system (ATS) is used to pick resumes based on the keywords that correlate with the job description.

Finalists: After the resumes are scanned, a final pool of prospective employees are selected for the interview. The interview process will be in person and includes an assessment of how the employee can drive innovation, customer satisfaction, and profitability in the organization. Based on the personality, values, and skills, the candidates are moved to the final stage of the recruitment process or dropped.

Hiring: This is the final stage of the recruitment process where the selected employee becomes part of the organization. Before hiring, there is regular communication between the organization and the employee on the date of reporting and terms of engagement. This is followed by a professional orientation done by human resource management. For the health care industry, hospital privileges are outlined to the employees.

The recruitment strategy has created a clear employer brand. In this sense, Martin's Point Health Care is seen as one of the best healthcare facility, offering quality healthcare services to all family members. The organization seeks to attract talent and skill during the recruitment process. To provide better healthcare at low cost, the recruitment strategy focuses on most skilled healthcare practitioners and seek to provide incentives to retain their skilled workers

Recruitment Strategy Overview

Motivation: providing career growth and development opportunities

Empowerment: give employees autonomy over certain tasks, give constructive feedback, and provide all the required medical equipment to facilitate their operations.

Training: At Martin's Point Health Care, training will be facilitated through case study reviews, demonstrations, and discussions.

References

Buchan, J., & Dovlo, D., (2004). International recruitment of health workers to the UK: a report for DFID. http://hdl.handle.net/20.500.12280/1421

Martin's Point Health Care - Healthcare Centers and Health Insurance Plans - MartinsPoint.org. (2019). Retrieved from https://martinspoint.org/

Weech-Maldonado, R., Dreachslin, J. L., Epane, J. P., Gail, J., Gupta, S., & Wainio, J. A. (2018). Hospital cultural competency as a systematic organizational intervention: Key findings from the national center for healthcare leadership diversity demonstration project. Health care management review, 43(1), 30-41. doi: 10.1097/HMR.0000000000000128