Human Resources (Healthcare) - - Case Study Example

Thirdly the selection process involves understanding or evaluation of an individual’s potential in handling controversial or confronting issues and to work harmoniously in a pressurized job setting. Similarly in the fourth case the selection process should also tend to evaluate the degree of innovation incorporated in rendering new initiatives in a proactive fashion by the managerial applicants in troubleshooting problems. Finally the selection process of the supervisors should also tend to observe the agility in the management staffs to enhance their technical and process knowhow through learning.

Along with the above parameters specific tools can be incorporated like ‘Role Playing’ that in turn contributes to the reduction of the event of Role Ambiguity in the workplace. Similarly apart from conducting ‘Personal Interviews’ scales can be adequately designed to rate the behavioral attributes of the different applicants based on ‘Behavioral Anchored Rating Scales’. The scales can be created on a Five Point basis from ‘Very Good’ to ‘Very Poor’ rating the different parameters like ‘Interpersonal Skills’, ‘Initiative’, ‘Working under Pressure’, ‘Leadership’, ‘Prompt Decision Making Potential’ and others to thereby present an effective assessment of the individual potencies involved in matching the requirements of the role set (Rice and Burnett, n.d., p.2-5). The selection process for the supervisors can be further enhanced through the incorporation of the 360 degree appraisal program.

Incorporation of the 360 degree appraisal contributes in the gaining of effective feedback from subordinate and peers of the applicants involved such that an effective selection procedure can be implemented. The supervisor to be selected would work to gain success for the concern not in an isolated fashion. Rather the person would be require to draw in the support of the staffs involved whether along the same level or subordinates to help him