Providence Health & Services, Washington.
The HR page of this hospital consists of its goals, objectives, available job vacancies and a brief history about the hospital. For a job seeker, this information is necessary. The page is divided into two: for spoken county job seekers and physician job seekers. This has created a streamline on the job that one is searching. Administrative jobs like that of a CEO have been grouped under the executive in the county job seekers. This has created some ease in differentiating between medical and nonclinical disciplines. The information provided is appealing and makes any job seeker be attracted by the institution (Armstrong, 2006).
The HR page is clear on the available jobs, their locations and the application procedure. This has been provided by the filter tabs that allow a job seeker to be specific on the location and post being searched. The page is clear on the qualifications and the required experience that any interested candidate in a CEO post should have. This is crucial so that one can evaluate the level of qualifications and the chances of get the job.
The information on the roles and duties of a CEO has been clearly stated. This is relevant for a new job seeker in order to access one’s own capabilities. This information is clear on the abilities and the expectations of the institution and gives room for the applicant to assess individual growth once in the employed. A job seeker likes to know how much experience and growth he/she can achieve, and this is one of the strengths of this page.
The page also provides the employment culture and the working conditions and environment in the institution. A CEO job is a demanding task that requires a balance between work and life. Provision of the work environment information would help any job seeker of such post to assess if the job has a flexibility balance between the two.
The page has a concept of personal fulfillment for the post. It has clearly indicated the benefits that accrue to hard work and recognition by the institution. This is a motivation for job seekers since it allows by the HR department on the CEO position, however, is somehow not sufficient for a job seeker. There lacks the information on the duration of probation period and the allowances related to this period. The level of experience needed favor may not favor new job seekers as they require at least five years experience as an executive (Wilson, 2005).
Chenango Memorial Hospital, New York.
The HR page for this hospital is more detailed compared to Providence health & services hospital. The page analyzes the roles played by the department and provides a clear link for the new job seekers. The page also provides the physical address of the HR department which is rare for many HR pages. The hiring process of the hospital for any post is substantially clear.
The page has highlighted on the institution’s interview process culture. This is one of the crucial information that every job seeker looks likes to know (Armstrong, 2006). The working schedules and time frames of a CEO have also been included on the page. This is helpful in assessing if a job seeker can handle the institution’s routine before even applying for any post. The page has also highlighted the pay scale for all the vacant posts.
The demographic distribution of the hospital’s branches is clear. This piece of information is relevant since the applicant to access his/her flexibility. The page also indicates the number of employees and the expected new employees. This makes it easier for one to determine, if I were to become the CEO, how many employees I would be expecting to be serve. This is also helpful in determining the compatibility of the colleagues especially for a CEO post.
The page, however, has some weaknesses: the application process is not clear. There are two ways of applying for the job; through postal address, and online applications. Any job seeker looks for surety of receivership of the application. In this case, I may not be sure which application is given more weight by the department.
Outlining the pay scale on the page may somehow demoralize the new applicants. This is because as a prospective CEO, one may expect more than what the institution has indicated and this may limit the applications from professionals. The page is also limited on the growth direction of the institution. It is not clear as to the intended changes, what needs to be changed, or when to expect new change. As a CEO, I need to know the growth direction of the institution, and when to expect changes so as to be equipped on how to handle them (Wilson, 2005).
The CEO career analysis lacks some values that may limit the fitness of any job seeker. This is in terms of growth and vision of the institution for the past financial years. Lack of this information limits the resolution capacity on the emergence of any change and how such changes may affect the running of the institution as well as the colleagues.
Armstrong, M. (2006). A Handbook of Human Resource Management Practice. Kogan Page Publishers: United Kingdom.
Wilson, J. (2005). Human Resource Development: Learning and Training for Individuals and Organizations. Kogan Page Publishers: United Kingdom.