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Annotated Bibliography Assignment: Recruitment & Selection In The Healthcare Sector

Question

Assessment Task:You are required to compile an Annotated bibliography of 5 peer-reviewed journal articles.

Step 1. Select an industry sector
Read the Assessment 3 Essay task and identify which sector you will study for Assessments 2 and 3 (e.g. agriculture; construction; financial services; health care; hospitality; manufacturing; mining; retail; transport).

Step 2. Undertake research of the recent academic literature since 2013.
Identify five (5) academic peer reviewed journal articles relevant to the Assessment 3 Essay topic. It is suggested that you align your selected articles with the unit themes from Weeks 3 to 5 (e.g. job design, HR planning, recruitment and selection). It is recommended that you undertake your research via the online ‘search’ of CQUniversity Library. You cannot use articles from your Assessment 1 presentation for Assessment 2.

Step 3. Write 2 paragraphs on each article (400 words)
For each journal article, you are to write approximately 400 words in two paragraphs. The first paragraph will summarise the main ideas of the article, identifying the hypothesis, purpose, research methodology and conclusions. The second paragraph will identify how you will use that article in relation to the Assessment 3 Essay.

Step 4. Use an appropriate format
Present your Annotated bibliography in a format similar to that provided below. For more information, see the library guide for writing an annotated bibliography. http://libguides.library.cqu.edu.au/ld.php?content_id=37972692

Answer

Introduction
Employee recruitment and retention in the healthcare sector is currently undergoing massive changes. With the improvement of the economy and increasing need for a greater life expectancy within various countries in Europe, healthcare authorities are consistently depending on research as major sources of information and as an enabler of evidence-based practice while recruiting employees. This annotated bibliography seeks to highlight the latest research in the health sector, with a specific focus on the topic of recruitment and selection in the healthcare sector. It will include a description of each research paper’s keywords, hypothesis, and purpose and research methodology. The paper will also highlight how each article is applicable to the sector of human resource management.

Miller, S., & Bird, J. (2014). Assessment of practitioners’ and students’ values when recruiting. Nursing Management - UK, 21(5), 22-29.

Keywords: Workforce planning, nurse management, care, culture, value-based recruitment, compassion

This article discusses the role of value-based recruitment in creating a suitable workforce that provides the quality of care required by the NHS. Hence, the main of objective of this article is to highlight how value-based recruitment influences the appointment of healthcare officers, as well as the risks and benefits of using the approach in the development of the nursing workforce. The study uses the literature review methodology to highlight the findings of previous studies such as Francis (2013) on the importance of value-based recruitment as an enhancer of effective and quality nursing care, by ensuring that nurses are aware of the fundamental principles of patient care and how to apply various personality values to abide by these principles. Ultimately, the study concludes that value-based recruitment is an important tool for recruiting nurses and appointing student nurses into nursing training programs because the values for which the recruits are tested help in the effective development of the workforce by providing the level of quality care required by the NHS.

While this study applies to the health sector, its findings are useful in my study of human resource management because it explains how employees acquired through the value-based recruitment can are able to apply their personal values while abiding by the rules and principles of their respective profession. For example, testing a new recruit in the field of accounting on the basis of personal values such as honesty and accountability helps in ensuring the recruit not only has the necessary personal values to effectively and expeditiously handle the job but also demonstrates to the recruit that they are required to apply such values when executing their tasks. I will use these findings to analyse my sector of healthcare on how it uses the value-based recruitment to ensure that the recruitment process is structured in a manner that observes values set out by the policies and regulations to qualify new staffs.

Alameddine, M., Khodr, H., Mourad, Y., Yassoub, R., & Abi Ramia, J. (2016). Upscaling the recruitment and retention of human resources for health at primary healthcare centres in Lebanon: a qualitative study. Health & Social Care In The Community, 24(3), 353-362. doi:10.1111/hsc.12210

Keywords: Retention, community healthcare, recruitment, primary healthcare, Lebanon

Based on the hypothesis that primary health care is facing a global threat of a shortage of healthcare human resource, this study discusses the opinions and the voice of various community stakeholders on the various recruitment and retention strategies implemented by the primary health care sector in Lebanon. Similarly, the study’s objective is to identify the challenges faced by the sector in conducting recruitments and to make recommendations on how these challenges can be addressed.

In achieving its objectives, the study implements a qualitative research methodology, where 22 primary health care experts were subjected to a semi-structured interview in 2013. Upon thematically analysing the data through the Nvivo software, the study concluded that the major constraints on the supply of human resources in Lebanon’s primary healthcare sector include inadequate financial resources and poor management practices. Moreover, the study established that a major impediment for retention of human resource for health included inadequate professional development and financial constraints. Ultimately, the study concluded that effective national recruitment and retention policies and regulations should be established to ensure effective recruitment and retention of health human resource. Moreover, it was concluded that nurses should be exposed to regular training for purposes of professional development and to reduce staff turnover.

While the study applies to Lebanese healthcare sector, its findings are useful in my study of healthcare human resource management because it reveals ideas of how to establish an effective human resource recruitment strategy and how to retain the available health human resource. Ideally, the study informs that failure to establish an adequate supply of health human resource may be a great barrier to recruit because it leads to a shortage of primary health care professionals. Thus there is a need for effective policies and procedures by health authorities and health training institutions to ensure that adequate students are enrolled in health studies to ensure a steady supply of professionals. The study also educates that their existence of more lucrative job opportunities in elsewhere may lead to high staff turnover, hence the need for an effective compensation policies that offer better benefits to primary healthcare officers, so that staff turnover is increased.

Verma, P., Ford, J. A., Stuart, A., Howe, A., Everington, S., & Steel, N. (2016). A systematic review of strategies to recruit and retain primary care doctors. BMC Health Services Research, 161-25. Doi: 10.1186/s12913-016-1370-1 Keywords: recruitment, retention, primary care

This article provides a concise evaluation of the crisis within the healthcare workforce, especially in the primary care setting. Though different researches have analysed some of the factors yielding to retention and recruitment problems, the study hypothesizes that much has to be done on the methods which can be employed to enhance recruitment and retention. In this regard, the study employs a systematic literature review methodology to evaluate different strategies and interventions employed to retain and recruit primary care doctors globally. Various strategies such as the placement of students from rural areas in rural areas have been analysed to review their success towards improving retention in rural areas. Other strategies which have been analysed include the use of financial incentives to retain personnel in underserved areas and international recruitment of primary caregivers. The systematic review concludes that placement of postgraduate and undergraduate caregivers in underserved areas play a pivotal role in improving retention of primary caregivers. The research also points out that recruitment of rural students was key in retaining healthcare professionals in rural areas. The article also points out that International recruitment of doctors’ without J-1 Visa Waivers within underserved areas yielded to higher retention rates.

While this study applies to the public sector, the findings outlined in the research will be critical for my study in determining the methods of attracting and retaining primary care medical practitioners either locally or internationally. The findings will be useful in the private sector in providing knowledge on the role of financial incentives in attracting and retaining key personnel. The findings also give insight into the reliability of foreign doctors without J-1 Visa Waivers.

Ramson, P., Govender, P., & Naidoo, K. (2016). Recruitment and retention strategies for public sector optometrists in KwaZulu-Natal Province, South Africa. African Vision & Eye Health, 75(1), 1-10. doi:10.4102/aveh.v75i1.349

Keywords: recruitment, retention, optometrists

This article focuses on the paucity of optometrists in South Africa especially within the densely populated KwaZulu-Natal province. The article provides a brief outline of the poor health situation in South Africa with the country registering only 3464 registered optometrists within both the private and public sector. However, the main purpose of the study is to collect evidence on the work trends within public sector optometrists. The article analyses various trends pertaining to optometry in South Africa. Some of the key work trends highlighted by the study include recruitment of students with a rural origin, prior exposure of optometrists to community practice, the contribution of salary and other incentives in retaining optometrists, need for career management interventions to retain optometrists among other trends. The study uses a cross-sectional research design and quantitative methods to find that students from rural areas have a sense of belonging to the community hence tend to have a high retention rate while within the community setting. Other findings of the report include: optometrists with a prior exposure to rural areas find it easy to remain within rural areas. Further findings elaborate that retention of optometrists in South Africa can be improved through favorable employee salary and other incentives, recognition, good infrastructure, recognition among other factors which attract and retain optometrists in the region.

While this study applies to the public sector, it will be essential in my study of the work trends amongst optometrists within the private healthcare sector. These trends are critical factors that are essential in retaining and recruiting quality personnel with special attention to optometrists. The findings of the research will be helpful in understanding the influence of salary and other incentives for the retention of optometrists. While 98% of the respondents within the study noted that salary and other incentives were the paramount interventions which improve the retention of the employees, only 18 % were motivated to work for or remain in a health care organization with continuous professional development. Just as the majority of the optometrists indicated that career management, recognition, good management and improved infrastructure. This information is critical on some of the interventions which would improve recruitment and retention within the private health sector.

Se Ok, O. (2016). The transition of overseas qualified nurses and midwives into the Australian healthcare workforce. Australian Journal of Advanced Nursing, 34(2), 27-36

Keywords: transition, nursing practice, Overseas qualified nurses

The article provides an examination of the usage of international recruitment of nurses to meet the increased demand for health care services in Australia. Its main aim is to examine the increased demand for healthcare services in Australia, with the recruitment of midwives and nurses from overseas countries being the alternative to solve the problem. Ideally, the study hypothesizes that the prevalence of cultural differences between the overseas professionals and Australia threatens the recruitment and retention of this health care professionals. For this reason, the study’s objective was to discuss different critical issues which need attention when implementing and development of strategies to ensure that there is efficient transitioning of qualified midwives and nurses in the Australian healthcare. Development of a support program for overseas staff is one of the factors found by the study to be essential for recruitment and retention of overseas personnel. Ultimately, the study concluded that employment of good leadership skills, the creation of a reliable consultation process and tailored support strategies are some of the strategies that can improve the process of recruitment and retention of overseas nurses and midwives in Australia.

While the study applies to the public sector, the findings of the study are essential in my study within the private sector in determining some of the initiatives essential in retaining overseas employees facing challenges adjusting to the cultural demands. Use of strategies such as the creation of reliable consultation process through analyses of the staff needs and involving all the staff is essential to retaining overseas personnel within the new work environment. Further strategies such as good leadership such as including the employees in planning, evaluation and implementation processes when conducting change ensure that the organization works as a team with high commitment. Strategies such as ensuring that there are tailored support strategies ensure that employees from overseas get the necessary support needed.

References
Alameddine, M., Khodr, H., Mourad, Y., Yassoub, R., & Abi Ramia, J. (2016). Upscaling the recruitment and retention of human resources for health at primary healthcare centres in Lebanon: a qualitative study. Health & Social Care In The Community, 24(3), 353-362. doi:10.1111/hsc.12210

Francis R (2013) Report of the Mid Staffordshire NHS Foundation Trust Public Inquiry. The Stationery Office, London.

Miller, S., & Bird, J. (2014). Assessment of practitioners’ and students’ values when recruiting. Nursing Management - UK, 21(5), 22-29.

Ramson, P., Govender, P., & Naidoo, K. (2016). Recruitment and retention strategies for public sector optometrists in KwaZulu-Natal Province, South Africa. African Vision & Eye Health, 75(1), 1-10. doi:10.4102/aveh.v75i1.349

Se Ok, O. (2016). The transition of overseas qualified nurses and midwives into the Australian healthcare workforce. Australian Journal Of Advanced Nursing, 34(2), 27-36.

Verma, P., Ford, J. A., Stuart, A., Howe, A., Everington, S., & Steel, N. (2016). A systematic review of strategies to recruit and retain primary care doctors. BMC Health Services Research, 161-25. doi:10.1186/s12913-016-1370-1

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