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RECRUITMENT: CREDENTIALING, SELECTION, PLACEMENT AND PROMOTION

RECRUITMENT: CREDENTIALING, SELECTION, PLACEMENT AND PROMOTION. INTRODUCTION. TERMINOLOGIES Recruitment Selection Administration Admission Discipline. RECRUITMENT.

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RECRUITMENT: CREDENTIALING, SELECTION, PLACEMENT AND PROMOTION

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  1. RECRUITMENT: CREDENTIALING, SELECTION, PLACEMENT AND PROMOTION

  2. INTRODUCTION

  3. TERMINOLOGIESRecruitmentSelectionAdministrationAdmissionDisciplineTERMINOLOGIESRecruitmentSelectionAdministrationAdmissionDiscipline

  4. RECRUITMENT • Recruitment is an important function of health manpower management, which determines, whether the required will be available at the work spot, when a job is actually to be undertaken.

  5. MEANING • In a simple term, recruitment is understood as the process of searching for and obtaining applicants for job, among which the right people can be selected.

  6. DEFINITION 1. According to IGNOU Module: “It is a process in which the right person for the right post is procured”. 2. According to Yoder: “Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force.”

  7. TYPES OF RECRUITMENT

  8. LIKAGES OF RECRUITMENT TO HUMAN RESOURCE ACQUISITION

  9. BASIC ELEMENTS OF SOUND RECRUITMENT POLICY • Use of the attractive recruitment literature and publicity • Use of the scientific tests for determining abilities of the candidate • Tapping capable candidates from within the services • Placement program which assigns the right man to the right job. • A follow up probationally program as an integral process.

  10. PURPOSES AND IMPORTANCE • Determine the present and future requirements of the organization in conjunction with the personnel planning and job analysis activities • Increase the pool of job candidates with minimum cost • Help increase the success rate of the selection process reducing the number of obviously under qualified or over qualified job applicants. • Meet the organization’s legal and social obligations regarding the composition of its work force

  11. Start identifying and preparing potential job applicants who will be appropriate candidates • Increase organizational and individual effectiveness in the short and long term. • Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

  12. OBJECTIVES OF RECRUITMENT • To attract people with multi-dimensional skills and experiences that suit the present and future organizational strategies • To induct outsiders with new perspective to lead the company • To infuse fresh blood at all levels of organization • To develop an organizational culture that attracts competent people to the company • To search or heat hunt/ head pouch people whose skills fit the company’s values • To devise methodologies for assessing psychological traits

  13. To search for talent globally and not just within the company • To design entry pay that competes on quality but not on quantum • To anticipate and find people for positions that does not exist yet.

  14. PRINCIPLES OF RECRUITMENT • Termination and creation of any post should be done by responsible officers. • Only the vacant positions should be filled and neither less nor more should be employed. • Job description/ work analysis should be made before recruitment. • Procedure for recruitment should be developed by an experienced person

  15. Recruitment of workers should be done from internal and external sources • Recruitment should be done on the basis of definite qualifications and set standards. • A recruitment policy should be followed • Chances of promotion should be clearly stated • Policy should be clear and changeable according to the need.

  16. SOURCES OF RECRUITMENT

  17. INTERNAL SOURCES

  18. Evaluation of internal recruitment: Advantages: • It is less costly • Organizations typically have a better knowledge of the internal candidates skills and abilities. • An organizational policy of promoting from within can enhance employees’ morale, organizational commitment and job satisfaction.

  19. Disadvantages • Creative problem solving may be hindered by the lack of new talents. • Divisions compete for the same people • Politics probably has a greater impact on internal recruiting and selection than does external recruiting.

  20. II) External sources

  21. MODERN SOURCES OF RECRUITMENT

  22. RECRUITMENT PROCESS / STEPS

  23. FACTORS AFFECTING RECRUITMENT • The size of the organization • The employment conditions in the community where the organization is located • The effects of past recruiting efforts which show the organization’s ability to locate and keep good performing people • Working conditions, salary and benefit packages offered by the organization- which may influence turnover and necessitate future recruiting • The rate of growth of organization • The level of seasonality of operations and future expansion and production programs. • Culture, economical and legal factors etc.

  24. CREDENTIALING

  25. INTRODUCTION

  26. DEFINITION 1) Credentialing is the process by which selected professionals are granted privileges to practice within an organization. In health care organizations this process has been largely confined to physicians. Limited privileges have been granted to psychologists, social workers and selected categories of nurses, such as nurse anesthetists, surgical nurses, and midwifes. Russell C Swan’s burg

  27. PURPOSE OF CREDENTIALING • To prevent a problem before it happens. • To research the qualifications and backgrounds of individuals and companies. Credentialing is also the process of reviewing and verifying information.

  28. SIGNIFIANCECredentialing is very significant because it shows that an individual or company’s performing a service is qualified to do so.

  29. LEGAL PROTECTION it is a good idea to have credentialing process to protect you and your business from a lawsuit or other legal problems.

  30. PROFESSION

  31. HEALTH CARE CREDENTIALINGDEFINITION: • Health 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.

  32. WHO IS CREDENTIALED?

  33. COMPONENTS OF CREDENTIALING

  34. CRITERIA FOR APPOINTMENTCriteria for appointments would include proof of licensure, education and training, speciality board certification, previous experience, and recommendations.

  35. PRINCIPLES OF CREDENTIALING ACCORDING TO (ANA) 1) Those credentialed. 2) Legitimate interests of involved occupation, institution, and general public. 3) Accountability 4) A system of checks and balances 5) Periodic assessments 6) Objective standards and criteria and persons competent in their use 7) Representation of the community of the interests

  36. 8) Professional identity and responsibility • 9) An effective system of role delineation • 10) An effective system of program identification • 11) Coordination of credentialing mechanisms • 12) Geographic mobility • 13) Definitions and terminology • 14) Communications and understanding.

  37. SELECTION

  38. INTRODUCTION

  39. DEFINITION “It is the process of choosing from among applicants the best qualified individuals, Selecting includes interviewing, the employer’s offer, acceptance by the applicant, and signing of a contract or written offer”. Selection may be carried out centrally or locally, but in either case certain policies or methods are adopted

  40. SELECTION POLICIES • 1. Application forms • 2. Selection committee • 3. Orientation program • 4. Development of master plan • 5. Parent teachers association

  41. STEPS IN SELECTION

  42. PLACEMENT

  43. INTRODUCTION

  44. DEFINITION • State of being placed or arranged

  45. IMPORTANCE OF SELECTION AND PLACEMENT • To employee qualified and competent hands that can meet the job requirement of the organization • To place job applicants in the best interests of the organization and the individual • To help in human resources man power planning purposes in organization • To reduce recruitment cost that may arise as a result of poor selection & placement exercises.

  46. INTRODUCTION

  47. DEFINITION • A change for better prospects from one job to another job is deemed by the employee as a promotion”.

  48. FACTORS IMPLYING PROMOTION

  49. NATURE AND SCOPE OF PROMOTION • Seniority versus merits:

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