A. You are making a budget for the next fiscal year.

Give at least ten considerations

that you need to consider in making your budget. Review principles of budgeting and
give specific examples applicable in the common Philippine hospital setting.

 To ensure that you have a thorough estimate by the conclusion of the fiscal year,
start budgeting early. This means starting the annual budgeting process three
months before your year end.
 Include all departments in the budget-making process so that it is
comprehensive. Members of each department should be asked about their goals
and needs for the upcoming fiscal year. Taking into account feedback from all
divisions within your business gives you a wealth of knowledge that will help you
choose which budgetary elements to take into account for the following year.
 Accurately define your expenses

 Be aware of your cash flow because incorporating a cash flow report with your
income can improve your company's planning procedure and lead to an overall
capital gain.

 Recognize your organization's objectives so you can create a budget that

supports and advances them.

 Calculate your total outgoings and ingoings.

 Verify that you are able to use your funds as intended.

 Be mindful that it might not appear as cash until the end of the following fiscal
year.
 Be conservative
 Monitor, evaluate & reforecast your budgeting process
If you are hiring some personnel for the nursing service, what are the NECESSARY

STEP-BY-STEP Process you need to undertake in the hiring process?

First is Identify the hiring need. In hiring process, it begins by identifying a need within

your organization.

Once an organization has identified a hiring need, it should move forward with

recruitment. To determine the type of nurse you need to hire, begin by listing the job's

core duties. Be specific about the work you require. This will point you in the right

direction in terms of the type of nurse you need to hire, which includes ER nurses,

charge nurses, staff nurses, nurse educators, and other types of nurses.

The following step is to create a job description that includes a prioritized list of job

requirements, special qualifications, desired characteristics, and required experience.

The job description should also include information about salary and benefits, the

amount of which you can offer depending on your company's budget. Make a decision

on the type of employee you want to hire. You can hire full-time, part-time, seasonal, or

temporary workers, among other options. When writing your job description, include

keywords that will help nurse candidates find your position when they are searching.

Include your job title, skills, and certifications, as well as frequent use of the word

"nurse."

Use a combination of the company's website and social media platforms, job posting

sites like LinkedIn, job fairs, industry publications and events, local newspaper

advertisements, and word-of-mouth recruitment to advertise the job as a nurse in your

organization. You can expect to receive applications after posting your job ad. Then you
can review the applications to eliminate those who do not meet the basic requirements

for the position, and you can interview the applicants to assess their profiles. The

interview could take place over the phone or in person.

After the interviews are completed, or while they are being completed, your company

may assign applicants one or more standardized tests. These tests assess personality

traits, problem-solving ability, reasoning, reading comprehension, emotional

intelligence, and other factors. In addition, depending on the position, you may need to

conduct background checks such as checking candidates' criminal records, verifying

employment history and eligibility, drug testing and other medical tests.

You can identify your top choice after conducting background and reference checks.

You should also choose a backup candidate in case your first choice declines the offer

or negotiations fail to produce a signed offer letter. If no candidates meet the hiring

criteria, you can review your hiring process to see what needs to be changed in order to

attract qualified candidates to your organization.

After identifying a top candidate, the organization should make an initial offer. The

salary, benefits, paid time off, start date, potential severance pay, working remotely

policy, included company equipment, and other employment terms and conditions

should all be included in the offer letter. Negotiations are almost certainly on the

horizon. As a result, the hiring team should internally decide which aspects of the offer

letter are negotiable and which are not. Salary, flexible work schedule, and working

remotely are all typical negotiable terms.

After negotiations, once the candidate accepts the job offer they are hired. An accepted

offer letter begins a process of filling out and filing paperwork related to employment.
Hiring a new employee is not the end of the hiring process. Onboarding your new

employee in a friendly and professional manner will help them integrate and lay the

groundwork for a long-term productive relationship between them and your company. A

welcome letter is highly recommended. The employee should then be contacted by

relevant management prior to their start date to welcome them to the organization.

Before their first day, their workspace should be prepared, cleaned, and outfitted with

the necessary credentials and equipment. If an orientation is part of the onboarding

process, ensure that your employee understands the expectations and timing of those

events. Finally, consider assigning a mentor to your new employee to assist them in

settling in.