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Essay Review

The document discusses techniques for recruiting doctors and nurses, such as using recruitment partners, expert networks, recruitment agencies, and employee referrals. It states the most common external recruitment sources are recruitment agencies and expert networks. It also discusses types of tests that can evaluate a candidate's integrity, work performance, and credibility, including background checks, reference checks, skills assessments, cognitive ability tests, and personality assessments. Potential issues with performance appraisals are discussed, such as rater bias, the halo effect where one trait biases ratings of other traits, and a lack of recognition of positive performance. Clear standards, central tendency to rate all employees the same, and leniency or strictness are also potential problems.

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Nguyễn Thị Huyền Trân
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37 views

Essay Review

The document discusses techniques for recruiting doctors and nurses, such as using recruitment partners, expert networks, recruitment agencies, and employee referrals. It states the most common external recruitment sources are recruitment agencies and expert networks. It also discusses types of tests that can evaluate a candidate's integrity, work performance, and credibility, including background checks, reference checks, skills assessments, cognitive ability tests, and personality assessments. Potential issues with performance appraisals are discussed, such as rater bias, the halo effect where one trait biases ratings of other traits, and a lack of recognition of positive performance. Clear standards, central tendency to rate all employees the same, and leniency or strictness are also potential problems.

Uploaded by

Nguyễn Thị Huyền Trân
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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ESSAY REVIEW

1. Which techniques would you recommend to the HR department for recruiting


Docters and Nurses in a hospital. What are the most common external sources
of recruitment employed by managers?
The techniques for recruiting Docters and Nurses in a hospital:
 Recruitment partners: Contact medical universities, healthcare research
institutes, or specialized organizations in healthcare recruitment to find
candidates.
 Utilize expert networks: Connect with the medical community,
professional organizations, expert councils, or medical forums to search
for experienced candidates.
 Recruitment Agencies: Collaborating with external recruitment agencies
or headhunters who specialize in sourcing and screening candidates for
specific positions or industries. These agencies have their own networks
and can help identify qualified candidates.
 Employee Referrals: Encouraging current employees to refer qualified
candidates for open positions. Employee referral programs can be
effective in reaching passive candidates and leveraging the networks of
existing employees
The most common external sources of recruitment employed: Recruitment
Agencies and Utilize expert networks because Expertise and Industry Knowledge and
extensive network

2. What types of tests do you think are most effective in investigating a


candidate’s integrity, past work-performance, and their credibility as a
prospective employee.
When investigating a candidate's integrity, past work performance, and
credibility as a prospective employee, organizations may use various types of
tests and assessments. Here are some effective options:


 Background Checks: Conducting thorough background checks can help
verify a candidate's employment history, educational qualifications,
professional licenses, and any criminal records. This can provide
insights into their integrity and credibility.
 Reference Checks: Contacting the candidate's previous employers,
supervisors, or colleagues to gather feedback on their work performance,
integrity, and reliability. Reference checks can provide valuable insights
into a candidate's past behavior and credibility.
 Skills and Knowledge Assessments: Administering tests or assessments
related to the specific skills and knowledge required for the job can help
evaluate a candidate's competence and past work performance. This can
include technical tests, case studies, or simulations that assess their
ability to perform job-related tasks.
 Cognitive Ability Tests: Assessing a candidate's cognitive abilities, such
as critical thinking, problem-solving, and decision-making skills, can
provide insights into their overall work performance and potential for
success in the role.
 Personality Assessments: Using validated personality assessments, such
as the Big Five Personality traits or the Myers-Briggs Type Indicator
(MBTI), can shed light on a candidate's behavioral tendencies, work
style, and integrity-related traits. However, it's important to use
personality assessments ethically and in compliance with local
regulations.

3. Discuss the pros and cons of using various potential raters to appraise an
employee’s performance.
Pros
Pros Cons
Encourages professional development for Bias and subjectivity
the employee and the raters.
Provides self-awareness from every level Anxiety and stress
of the organization.
Offers anonymous feedback Administrative burden

4. Discuss and give examples of potential appraisal problems

5. Dealing with Rater Error


Appraisal Problems
6. Unclear Standards: An
appraisal that is too open to
interpretation. Table 9-2 in
the text illustrates
7. this.
8. Halo Effect: In
performance appraisal, the
problem that occurs when a
supervisor’s rating of a
9. subordinate on one trait
biases the rating of that
person on other traits.
10. Central Tendency: A
tendency to rate all
employees the same way,
such as rating them all
11. average.
12. Leniency/Strictness: The
problem that occurs when a
supervisor has a tendency to
rate all
13. subordinates either high
or low
Appraiser bias
Prejudices are an inherent trait of humans – research shows that we make more
decisions based on our own biases instead of facts and logic. When conducting
a performance appraisal, it is possible for the appraiser to, consciously or
unconsciously, formulate bias in favour or against an employee, thereby
affecting the outcome of the performance appraisal.
Halo effect
This refers to the process whereby an appraiser takes a trait of an employee,
such as a personality trait, physical trait, or previous work experience, and
bases their judgement on this one aspect. For example, if an employee always
exceeds performance expectations, an employer may generalise based on this,
rather than conduct a thorough and objective performance review. This is why
it is important to conduct evaluations that are accurate and allow managers to
analyse observable results that cannot be misconstrued through interpretation.
This is where real-time performance appraisal software can help as it can
continuously collect information to be used in performance evaluations.
Lack of recognition
Another significant issue with performance appraisals is the fact that many
managers focus on the negative, not the positive. When providing feedback, it’s
important to structure it in a constructive manner where employees are given
appreciation as well as constructive criticism. This will positively impact their
productivity and engagement levels.

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