Essay Sample on Recruiting the Right Professionals for Quality Care in Rural Healthcare

Introduction

Quality care depends on the professionalism of healthcare providers that comes with extensive training and experience. Therefore it is essential to recruit the right professionals who handle the life of individual patients.

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Summary of the Case

This case involves human resource recruitment policies and strategies within a rural Healthcare organization. In this case, the Healthcare organization has several vacancies that have to be filled because it has been losing its employees due to struggle with retention. The director of human resource insists the posts must be filled through an open interview where those who are employed have to fill the positions on the spot without undergoing extensive recruitment process. To find the right people, the director of human resource insist that an advertisement should be placed on the local newspaper as well as other local websites so as potential applicants can be attracted to the company. The director of human resources is mainly concerned with the speed when employees will start working to serve the patients currently not being served because of the limited number of health workers in the organization. The leading positions that are needed include nurse position, psychologist position and the maintenance position that are mainly of a concern because of the lack of the relevant personnel. The human resource manager does not like to contemplate on this problem are there for insist, but it is vital that these positions are filled without necessarily thinking of the consequences that will follow. The director has sent an email asking about the idea and whether he should move forward with the area today. It is apparent that the human resource manager does not mind about the quality but the quantity of the employees that are supposed to fill the vacant positions. Despite being a short-term solution, the proposals may have long-term consequences that end up affecting the organization for a long time.

Relevant Professional & Allied Health Personnel Principal Theories Laws and Policies

Credential of healthcare providers is one of the key policies in every healthcare institution. Strategic human resource management is the other key policy within the Healthcare institution applicable in this case. Human resource management is key to the success of every organization. Human resource can influence the decision of the people who come into the organization (Hyde, 2020). Healthcare is a labour-intensive industry. They have to rely on the great workforce to improve the provided services. Strategic human resource requires the formulation of strategies that are implemented tactically to reinforce the organization's strategy. This also involves the development of a comprehensive task of maintaining a qualified workforce. In this case, it is evident that human resource management does not have a detailed plan of getting the most skilful workers to comprehensively handle the affairs of the patients. Credentialing the health care providers is one of the fundamental principles that guide the success of every healthcare institution. Healthcare professionals get their credentials from the States and federal governments to ensure that those who take charge of patients lives have necessary qualifications and certifications before they are employed. The increasing public awareness and focus on HealthCare quality had fled to the public, increasingly accessing the underlying processes of the requirements for health care officials. This local organization has failed to realize the importance of human resource management. Also, the department does not care about new skills.

Analysis

The Professional and Allied health personnel principle described above is the credential of healthcare providers that is a key policy for the success of every healthcare institution. Every Healthcare professional who is charged with the responsibility of taking care of people's lives must possess the necessary qualifications (White et al., 2020). This is an idea that the human resource department head at this local organization has missed because he is more concerned about filling in the position without necessarily looking at the credentials of the people who are employed. Taking care of people's lives requires evaluation for their credentials through an extensive vetting process. They should also have relevant education and training as well as the experience needed to deal with the situations. The organized medical staff must have the ability to function based on the guidelines that have been set by the governing bodies. The organized medical team also needs the approval of different laws so as to give oversight treatment. The other issue of concern here is the strategic human resource management that requires human resource managers to have the right channels or procedures of identifying the employees so that we do not panic in case of an emergency. Because it does not have a strategic human resource plan or activities such as recruitment for training and development. These are management activities that contribute to employee retention and especially if they are well appraised and compensated. The head of the human resource manager in this institution has failed to identify the procedures of recruitment that can be used in determining a qualified workforce and therefore the hospital is continuously suffering from the lack of preparedness.

Recommendations

The following recommendations should be considered in this case to ensure that the institution adheres to the policies that have been set by the government in regards to health care organization. The first recommendation is for the organization to develop a strategic human resource management plan that would ensure that the organization is able to retain its employees without problems. Sister organization has struggled with its ability to retain its employees; it usually struggles to find the right replacement leading to decisions that are not right for the organization. There should be the right recruitment plan as well as compensation for the already existing employees due to inadequate human resource management. The other accommodation is for the human resource manager to be trained on the right strategies of recruitment so that the right people are employed instead of holding a spot on interviews without necessarily having the qualifications needed. It is also recommended that the human resource manager should not panic and rush the Decisions of feeling in the positions without finding the right individuals for the job. This is against the law. Hence, the proper procedure should be followed to ensure people who get into positions are those that are deserving.

References

Hyde, J.C. (2020): Credentialing Of Healthcare Providers: Chapter 4 Pp107-116

White R Kenneth. And Clement G. Dolores (2020) Healthcare Professionals Chapter 3-Pp 79-85