California HealthCare Foundation: Position of a Patient Care Manager
California HealthCare Foundation (CHCF) is an independent philanthropy created in 1996. The Foundation is based in Oakland, California and its personnel currently include 50 employees; over a half of them have been working for the organization for no less than five years (CHCF, 2012). The primary focus of CHCF is delivery of health care as well as dealing with various financial issues regarding the quality of care for people with chronic medical conditions. In addition, the organization focuses its effort on ensuring the underserved with health care of proper quality, making health care in California more transparent, and promoting public coverage programs in the state. At present, CHCF has an open position of a Patient Care Manager who will be performing the duties of a Medical Social Worker within Better Chronic Disease Care Program.
Recruitment and Selection Process
Recruitment and selection process is a procedure of utmost importance the basic goal of which is to minimize the chances of hiring a person that will turn out to be unsuitable for a position. As mentioned by Cornelius (2001), a successful recruitment process “depends upon finding people both with necessary skills, expertise and qualifications to deliver organizational objectives and with the ability to make positive contribution to the values and aims of the organization” (p. 36). This is why it is crucial to use an objective and systematic approach when selecting a future employee from a range of applicants. At this, it is also important to make the recruitment process non-discriminatory, which means that “gender, marital status, race, religion and age […] play no part in the selection process (except where a genuine occupational requirement exists)” (MacDonald, 2004, p. 3). This makes it necessary for recruitment team to be aware of the basic principles of equality.
In general, recruitment and selection process in CHFC will be carried out in six major steps:
Identifying whether there is a need for recruitment. Above all, this step includes drawing up of a human resource plan that will help to find out if there is a need for a definite position (Cornelius, 2001).
Analysis of requirements. This step is necessary to define criteria according to which the applicants will be selected. These criteria will further help to understand which qualities the future employee should have and, consequently, which of the applicants suits best for the required position. Several methods of data collection will be used when defining these criteria. For instance, job and role analysis will provide information on skills, abilities and knowledge needed to succeed in the definite position, as well as behaviors linked to a role within this position (Cornelius, 2001). Attributes and competency analysis, in their turn, will provide data on expertise and behavioural competencies, respectively. This information will be collected by means of structured interviews and observations (if possible).
Defining the criteria of selection. Firstly, this step includes job description, which is an outline of responsibilities and tasks the position of the Patient Care Manager requires. Also, criteria …