HIRING pROCESS Assignment Example | Topics and Well Written Essays - 250 words

HIRING pROCESS - Assignment Example Being a registered member of the nursing board is one of the major qualifications that are needed for one to become a nurse at the healthcare facility. In case the candidate is not yet registered, she/he should be willing to be registered with the body. One of the federal obligations is that an employee has to be able to legally work in the US. This means that children and people of unsound mind are not qualified for this employment (Yoder, 2011). The state also requires that every nurse has to be licensed and so this becomes one of the federal obligations. In order for the hospital to provide the best healthcare facility to the public, they have to ensure that only the best nurses are selected for the job (Yoder, 2011). After the short listing, an interview has to be done during which each candidate is awarded marks that will be used to grade them. The national labor regulation board (NRLB) has no role at all in the interview process and so the interview process is completely thee job of the interviewing panel that is selected by the HR based on

Motivation, Stress and Communication Essay Example | Topics and Well Written Essays - 1500 words

Motivation, Stress and Communication - Essay Example Job Design Considerations as Human Resources Manager As a human resource manager in Home Depot, the a job design involves, which planning directing, and coordinating human resource management activities in the organization in order to increase the strategic use of human resource and maintenance of function like employee recruitment, compensation, personnel policies and regulatory compliance. The human resource manager has been charged with the responsibility of identifying staff vacancies and recruiting, interviewing and selecting applicants, allocating human resource, ensuring appropriate matches between personnel and providing current and prospective information to the employee concerning job duties, working conditions, wages, opportunities for promotion and benefits. Moreover, the HRM performs the duties of staffing, which include understaffing, refereeing, firing, administering disciplinary procedures, advising managers on matters related to equality in employee opportunity and recommending changes. Use of Goal Setting to Motivate Performance Goal setting can be applied for motivating performance through the Goal-setting theory of motivation, which was developed in 1960’s Edwin Locke, whereby it states that setting of goals is related to task performance (Lunenburg, 2001). The theory explains the specific and challenging goals and appropriate feedback that facilitates improvement in performance, since the goals offer guidance to employees concerning their needs, and the efforts that are required to achieve these objectives. These goals increase the willingness to work, thus making them a source of motivation, though there is a need for clear, particular and sophisticated goal as a motivating factor, instead of general, basic and vague goals. Therefore, the specific and clarification in the goals results to an increased performance, and goals are associated with deadlines for completion in order to avoid delays and misunderstanding. On the other hand, the goals are expected to be realistic and challenging, and it gi ves individuals a feeling of pride and triumph after attaining the set objectives, thus setting them up to achieve the next goal. In this case, a challenging goal is a substantial reward, and there is a passion associated with achieving, through appropriate feedback that guides the employees behaviors and contribute to increased performance is needed. Clarification, regulation of difficulties and attaining reputation are the purposes of feedback, and these assists the employees to work to facilitates more job satisfaction. There is a need to reinforce the increased performance through facilitates the sustenance of desired behaviors, thus creating the need for borrowing ideas from the Reinforcement theory of motivation that was proposed by BF Skinner and his associate. The theory states that the individual’s behaviors are functions their consequences and this is based on law of effect, whereby there are behaviors with positive consequence that are repeated others have negative effects, and they tend not to be repeated. The positive behaviors contribute to achievement of organizational goals while the negative behaviors reduce the efforts towards