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HRM4102 Staffing And Techniques For Employee Selection

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Jurors awarded $4.8 billion in punitive damages after finding that GM acted out of fraud or malice. The verdict was quick and unanimous, particularly after jurors heard evidence that GM chose not to spend $8.59 per car to relocate the Malibu fuel tank because it cost less to settle lawsuits from injuries and deaths in fuel fires. One piece of evidence was a 1973 internal “value analysis” memo which calculated that deaths from such accidents cost the company $2.40 per automobile. So the executives decided not to recall and repair the cars to save roughly $6.00/vehicle. Attorneys for the plaintiffs did not ask for a specific amount, but pointed out that GM paid one of its expert witnesses $3.5 million over four years and spent about $4 billion annually on advertising.

Answer the following questions in a report format and present the justification in class.


  1. What do you think was the reason of Shirley Kecks’s health state?
  2. What plans do you devise to prevent such issues in future and suggest the suitable interviewing techniques?
  3. How do you organize the testing method in the selection process for the above case?
  4. If you are the HR Consultant of the Institution, what do you think will be your next steps to handle the crisis? Explain in the form of a report, reference, and employment check procedure and present your decision and justification in class.

Answer:

  1. What do you think was the reason for Shirley Keck’s health state? 

According to my opinion, I think it's due to inadequate staffing that resulted in Shirley Keck's brain damage. As an illustration, maintaining safe care should be the first ethical and legal duty of any hospital and any health professionals (Compton, Morrissey & Nankervis, 2014). Additionally, I think it’s because the nurse was overworked and therefore did not take a closer look at Shirley to check for the oxygen level. Under those circumstances, there was oxygen deprivation which caused her to end up suffering brain damage (Greer, Carr & Hipp, 2016). As noted from the case study, the hospital for over two months failed to follow their staffing numbers, and one nurse was monitoring over twenty patients which could not be effective.

2. What plans do you devise to prevent such issues in the future and suggest suitable interviewing techniques?

The first suitable interviewing technique is professional traits. It’s the responsibility of nurses to maintain strict confidentiality of the patient records, upholding nursing standards and medical ethics. In that case, these professional traits have to be incorporated into the interview responses and be illustrated on how crucial they are to optimum job performance. The second technique is the core competence (Miles & Sadler-Smith, 2014). The nurses should have the core competencies like good skills in communication, attention to details and time management. In that case, the ability to describe a complex medical condition has to be illustrated. Aspiration is the third technique which involves promotion opportunities and leadership skills demonstration (Caruth & Handlogten, 1997).

 Considering that case some of the plans that I would devise to prevent such from happening in future are highlighted below. The first plan is to ensure that every nurse monitors the minimum number of patients as much as possible for effective service and to avoid overworking the nurse (Greer, Carr & Hipp, 2016). Accordingly, I will liars with the administration of the healthcare to make sure that there is enough number of nurses and costs are not given the priority than the lives of people.

  1. How do you organize the testing method in the selection process for the above case? 

I will do integrity tests in the selection process as far as the above case is concerned. As an illustration, the integrity tests will assist me to know the attitudes along the experience which is related with the employee dependability and reliability (Nikolaou & Oostrom, 2015).  Under those circumstances, this case requires an employee is courageous to report such instances like poor service and giving finance the priority at the expense of human life.

The second test that I will consider during the selection process is the personality test. This checks for stress tolerance, emotional stability initiative. This test will assist me to know the employees who can be successful in jobs where performance demands a great deal of interpersonal interaction (Miles & Sadler-Smith, 2014). The case above requires a nurse who can tolerate stress and have that motive of giving each patient attention despite overworking.
4. If you are the HR Consultant of the Institution, what do you think will be your next steps to handle the crisis? Explain in the form of a report, reference, and employment check procedure and present your decision and justification in class.

As an HR consultant, my next step in handling this crisis will be to hire more nurses as required to avoid the situation whereby one nurse is taking care of over twenty patients (Schmitt, 2012). I will also encourage the nurses to work to their best in delivering their services to the patients especially those in critical conditions like Shirley Keck. This will help reduce the incidence whereby a patient develops other complications in a hospital instead of getting proper treatments as expected (Miles & Sadler-Smith, 2014). Accordingly, since being in charge of hiring and firing of the employees, I will eliminate those staff members who are up to understaffing to increase profits. Furthermore, I will conduct audits to ensure compliance.

References

Greer, C. R., Carr, J. C., & Hipp, L. (2016). Strategic staffing and small?firm performance. Human resource management, 55(4), 741-764.

Miles, A., & Sadler-Smith, E. (2014). "With recruitment, I always feel I need to listen to my gut": the role of intuition in employee selection. Personnel Review, 43(4), 606-627.

Caruth, D. & Handlogten, G. (1997). Staffing the contemporary organization: a guide to planning, recruiting, and selecting for human resource professionals. Westport, Conn: Quorum.

Compton, Morrissey, B. & Nankervis, A. (2014). Effective recruitment and selection practices. Sydney, NSW: CCH Australia Limited.

Nikolaou, I. & Oostrom, J. (2015). Employee recruitment, selection, and assessment: contemporary issues for theory and practice. Hove, East Sussex New York, NY: Psychology Press.

Schmitt, N. (2012). The Oxford handbook of personnel assessment and selection. New York: Oxford University Press.

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