Staffing Issues And Challenges Faced By Northmoor Hospital And Their Management

Staffing and Recruitment Issues at Northmoor Hospital

Discuss about the Effect Of A Hospital Nurse Staffing Mandate.

The main aim of this paper is to outline and explain the staffing issues and challenges that are being faced by Northmoor hospital when initiating the business activities globally. Northmoor is a private hospital with 700 bed facility that has been incorporated for more than 30 years. Recently, the hospital is providing various types of medical services such as oncology, neurology, coronary care, orthopedics and mental health services. The paper also explains that how the organization handling issues related to recruitment and selection. Some suggestions have been explained in the task to eliminate and detect the staffing issues within the organization. It describes that how recruitment and selection plays a vital role to maximize the profitability in the global market. Further detail of the task has been detailed below.

There are various staffing and recruitment issues are faced by Northmoor hospital at the workplace when selecting a candidate for performing tasks and duties effectively. The selection process is time consuming process in Northmoor hospital as it affects the patient care in the hospital. It has been noted that there is a time lag between when someone arrives and leaves. Along with this, it has been noted that a complex selection process is used by the organization to select the employees (Aiken, Sloane, Bruyneel, Van den Heede, Griffiths, Busse & McHugh, 2014). Due to lack of knowledge, the experts are unable to provide training and development coaching to the workers in the hospital. There is no coordination approach used by the hospital for providing training to the staff (Graban, 2011). This can be a quite stressful for the workers. Due to lack of skills, the hospital is unable to appoint graduate and experienced health professionals. Proper training and induction is not provided by the organization at the workplace. Due to lack of labor shortage, the hospital is unable to carry the business activities successfully. It has been noted that large number of candidates for vacant position has been falling gradually over the last few years. It has been revealed that Northmoor hospital do not have sufficient time and resources to screen and recruit applicants. Northmoor Hospital hires workers for full time period that leads to a problem and issues within the organization. The full time applicants require a much time and training to carry the business operations. It is expensive and time consuming process that has direct adverse impact on the image of the firm. All these issues and problems are being managed by the HRM at Northmoor hospital (Cook, Gaynor, Stephens Jr & Taylor, 2012).

Factors Influencing Staffing and Recruitment Process

In today’s era, environmental issues handled by the company that affect the large number of workers in the hospital industry. The factors that may influence staffing process include socio-cultural factors, and competitors that are emerging in economies. Apart from this, the business operations are also influenced by an array of state, local laws, federal and regulations. Furthermore, environmental issues are empirically affecting the way of the business operation (Sujan, 2012). Due to lack of money, Northmoor hospital is failed to appoint potential, skilled and capable candidates. The culture and language of the organization may also influence the staffing process at the workplace. Sometimes, people are unable to understand the language and culture of different countries. One of the biggest staffing issues is a worker’s disconnection with language and culture of the organization. Thus, it could influence the recruitment and selection process (Wheeler, Halbesleben & Harris, 2012). Demographic changes may have direct impact on the staffing efforts within the organization. Merger and acquisition is one of the significant issues that are dealt by Northmoor hospital. It has been further noted that HR professional are unable to typically manage the staffing programs to handle the external hires and internal transfers. Some technology issues are also being managed by HRM team in Northmoor Company. The employees are unable to adopt latest technology in the workplace. Therefore, it creates risks and issues within the organization. Effective and best practices shall be undertaken by the organization to eliminate and reduce the recruitment and selection issues (Woodrow & Guest, 2014).

There are various ways and best practices through which the organization can reduce and eliminate the staffing issues within the organization (Graban, 2011). Some of the best practices and policies that help to improve and increase outcomes have been stated below.

• It has been stated that Northmoor needs to change its recruitment system to get better results and outputs. This will help to estimate and analyze the staffing needs in advance within the organization (Townsend, Wilkinson, Allan & Bamber, 2012). Apart from this, incentives and bonus shall be provided by Northmoor to enhance and encourage the clinical staff and health care professionals at the workplace. It will improve and boost the moral and loyalty among the employees (Pentland, Forsyth, Maciver, Walsh, Murray, Irvine & Sikora, 2011).
• Furthermore, more sophisticated recruitment methods and techniques are needed to improve in the labor market. It is noted that the organization needs to focus on the training and development coaching to improve and enhance the skills and knowledge of the candidates at the workplace (Cowen & Moorhead, 2014).
• Apart from this, selection processes need to be modernized to make easy the recruitment and selection process. A formal induction and socialization program and campaign is needed to improve for maximizing the outcomes. In this way, the organization can select excellent professional experts within the organization. Northmoor also needs to focus on the external factors to reduce the discrimination on the basis of sex, gender and religion. Along with this, leadership is appointed by the organization to supervise and control the employees (Griffin, 2011).

Conclusion

On the above mentioned study, it has been concluded that Northmoor hospital needs to focus on recruitment and selection process in order to improve the hospital’s capacity to handle the potential and skilled employees. It also helps in reducing delay in making recruitment and selection without minimizing the integrity of the system. No company can survive and grow its business without using effective and unique recruitment and selection process. The paper analysis shows that how the organization faces wide range of challenges and issues within the organization. It also explains the best practices and policies that are used by the organization to handle issues related to staffing.

There are various suggestions have been given to handle and eliminate the staffing issues at the workplace. Some of the recommendations are elaborated below.

• Northmoor hospital should focus on the culture and working environment to attract and retain more potential candidates within the organization. Heavy and strong culture helps in motivating the workers for performing roles and responsibilities in a hassle free manner.
• The training and induction programs shall be held by the firm to teach the workers for conducting business operations successfully.
• A person shall be appointed by the organization to guide and assist the new workers at the workplace. It will help to maintain reciprocal relationship between employer and employee.
• There should be a coordinating approach in the organization to cope the issues related to recruitment and selection. It will help to attract maximum number of candidates in the company.
• Proper and adequate resources shall be provided by the company to handle the staffing issues in the workplace. All these best practices help to determine the dynamic and unique selection process within the organization.
• It is noted that Northmoor hospital should design a formal induction and socialization programs for healthcare professionals and new clinical staff.

References

Aiken, L. H., Sloane, D. M., Bruyneel, L., Van den Heede, K., Griffiths, P., Busse, R., ... & McHugh, M. D. (2014). Nurse staffing and education and hospital mortality in nine European countries: a retrospective observational study. The Lancet, 383(9931), 1824-1830.

Graban, M. (2011). Lean hospitals: improving quality, patient safety, and employee satisfaction. CRC Press.

Cook, A., Gaynor, M., Stephens Jr, M., & Taylor, L. (2012). The effect of a hospital nurse staffing mandate on patient health outcomes: Evidence from California's minimum staffing regulation. Journal of Health Economics, 31(2), 340-348.

Griffin, D. J. (2011). Hospitals: What they are and how they work. Jones & Bartlett Publishers.

Cowen, P. S., & Moorhead, S. (2014). Current Issues In Nursing-E-Book. Elsevier Health Sciences.

Sujan, M. A. (2012). A novel tool for organisational learning and its impact on safety culture in a hospital dispensary. Reliability Engineering & System Safety, 101, 21-34.

Graban, M. (2011). Lean hospitals: improving quality, patient safety, and employee satisfaction. CRC Press.

Pentland, D., Forsyth, K., Maciver, D., Walsh, M., Murray, R., Irvine, L., & Sikora, S. (2011). Key characteristics of knowledge transfer and exchange in healthcare: integrative literature review. Journal of advanced nursing, 67(7), 1408-1425.

Weaver, S. J., Dy, S. M., & Rosen, M. A. (2014). Team-training in healthcare: a narrative synthesis of the literature. BMJ Qual Saf, 23(5), 359-372.

Townsend, K., Wilkinson, A., Allan, C., & Bamber, G. (2012). Mixed signals in HRM: The HRM role of hospital line managers. Human Resource Management Journal, 22(3), 267-282.

Woodrow, C., & Guest, D. E. (2014). When good HR gets bad results: Exploring the challenge of HR implementation in the case of workplace bullying. Human Resource Management Journal, 24(1), 38-56.

Wheeler, A. R., Halbesleben, J. R., & Harris, K. J. (2012). How job-level HRM effectiveness influences employee intent to turnover and workarounds in hospitals. Journal of Business Research, 65(4), 547-554.