HUMAN RESOURCE MANAGEMENT IN HEALTH SERVICES

PRE-WORK

PREPARED BY: JEFFERON R. ACOSTA

MASTER OF NURSING (NON-THESIS)

1ST YEAR 2ND TERM (AY 2023-2024)

ST. BERNADETTE OF LOURDES COLLEGE

Interviewing my HR Manager Ms. A.G

As someone, for managing recruitment and HR in our hospital I'd love to hear about your
approach to the hiring process, the guiding principles you follow and any other insights you
can share.

When it comes to finding the candidates for our hospital our focus is not on their skills but also
on their ability to embrace the values and spirit of our healthcare team.

To start off we begin by understanding the needs of the hospital. This involves collaborating with
departments to gather their staffing requirements. It's like putting a puzzle – each piece is
essential. Our ultimate goal is to create a well-functioning and harmonious team.

Once we have a picture of what we need we move on to crafting job descriptions that resonate
with candidates. We aim for clarity without using jargon or language. Our intention is for
applicants to have an understanding of what they're getting into when they join us.

Then comes the search phase! We employ methods such as posting job openings on platforms
reaching out through professional networks and even tapping into word of mouth referrals. Our
objective is to cast a net because diversity in skills and backgrounds is crucial in creating an
inclusive environment within our hospital. All it's, in this melting pot of talents and perspectives
that great things happen.

Now lets go to into interviews – a part of our recruitment process.

I aim to create an environment where candidates feel at ease than bombarding them with
questions. It's important to establish an understanding. I want them to have the opportunity to
learn about us much as we want to learn about them. Finding the fit is crucial because we
function as a team and its essential that we connect well with each other.

References are like our backstage pass – talking to former colleagues and supervisors gives us a
sneak peek into a candidate's work style and ethics. It's like getting the inside scoop before
making the final decision.

Once we find the perfect fit, it's time to welcome our new team member with open arms.
Onboarding is a crucial step – helping them settle in, introducing them to their new work family,
and making sure they have all the tools they need to thrive.
Here in our hospital, it's not just about skills; it's about creating a supportive and compassionate
environment for both staff and patients.

Mr. GK.G, our Training Officer Interview

I'd love to hear about your experience, as a training officer, in our hospital. How do you
approach training, manage the process and uphold principles?

I approach training with a mix of organization and empathy. You know, got to balance the serious
medical stuff with a friendly vibe.

First off, I kick things off by assessing the needs of the trainees. Not everyone starts at the same
level, so figuring out where everyone stands helps tailor the training. Then, I will lay out the
goals and expectations by having a roadmap.

Now, the process involves a combo of hands-on experience and classroom-style learning. I'd
want the trainees to learn through real-life situations. Simulations could be cool too.

Principles-wise, I am focus on patient-centered care and teamwork. Because, let's be real, in a

hospital, you're hardly ever flying solo. Communication is key, and being able to work
seamlessly with others is a must. And yeah, the whole empathy thing – treating patients like
people, not just medical cases.

Continuous feedback is a big deal too. No one's perfect, and we're all learning. Regular check-ins
and constructive criticism would help everyone grow. Positive reinforcement can go a long way
– celebrating victories, big or small.

So, my training style is a mix of practical experience, solid principles, and open communication.
After all, we're prepping these future healthcare heroes to save lives.