The name of the human resources manager who was interviewed was Sharon Rodgers of St. Luke’s Hospital. She had been with the company for 10 years as the HR Manager and is therefore fully competent and qualified to respond to the following questions. The interview was scheduled in the afternoon of July 9, 2013, specifically at 3:30 pm.
When asked regarding the manner of building the right team, Ms. Rodgers disclosed that there are strategies that involve selecting the right people for the right position through effectively implementing HR functions such as job organization and analysis, recruitment, selection, and placement . As emphasized, the specific requirements for a particular position for members within a team are explicitly identified and determined. From there, the candidates for the position are evaluated, screened, and placed only when deemed fit.
Regarding maintenance of employees, Ms. Rodgers disclosed that there are different types of training and development methods of all personnel; depending on ranks and levels in the organizational hierarchy. As mentioned, entry level nurses, for instance, are given the basic training (Intra-Venous Training, Basic Life Support, and CPR, among others) . Concurrently, even managers are provided with leadership training and development which focuses on decision-making, problem-solving, strategies planning and implementation, to name a few. Likewise, all employees are being regularly apprised in terms of performance through performance appraisals to determine the level of training or promotions that should be accorded.
Therefore, maintaining their current workforce was revealed to be a constant challenge. As HR managers, she disclosed that she designs motivational programs and incentives; in conjunction with a system of sanctions and rewards which are explicitly noted in the organization’s policies and code of discipline. Thus, through the results of the performance evaluation, employees who had been performing exceedingly well are duly promoted. Those who are lacking in productivity are required to undergo more training to improve their performance. Also, as revealed, the organization provides bonuses and rewards through provision of awards for exemplary performance or through the results of customer satisfaction surveys.
Finally, when asked regarding managing diversity, Ms. Rodgers indicated that the organization supports diversity through their company policy of encouraging multi-cultural workforce. As emphasized, this is important given the extensive nature of diverse clientele that the organization serves. Likewise, it was noted that the organization abides and adheres with the Equal Employment Opportunities regulations that openly prohibits any form of discrimination.
With all the information given, one duly thanked Ms. Rodgers for her time and for assisting in answering the interview questions.
Martires, C. (2004). Human Resources Management: Principles and Practices. Quezon City: National Bookstore.
Ru, M. (2010, December 31). Essential Skills Trainings (IVT, BLS, etc.)-Are They All Worth It? Retrieved from allnurses.com: http://allnurses.com/international-nursing/essential-skills-trainings-523723.html