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Considerations in recruitment, team formation and Leadership style
招聘、团队形成和领导风格的思考

各方面应考虑同时招募在圣帕特里克疗养院的空缺

组织的目标，
目前的组织的需求
选择过程的目的，
招聘策略计划，
政府立法政策
对招聘成本
护理院的医生、护士和行政人员可以定义三个招聘计划。
医生的标准是：
医学领域的毕业生或硕士
有处理紧急部门的经验
优秀的医疗诊断能力
领导技能
处理和管理团队的能力。

Task 1

The various aspects which should be considered while recruiting for the vacancies in the St Patricks Nursing Home are

the objectives of the organisation,
current organisational needs
the aim of the selection process,
the plan of the recruitment strategies,
Government legislative policies and
Cost for recruitment
The three recruitment plans can be defined for the doctors, the nurses and administrative staffs in the nursing home.

The criteria for the doctors are

graduates or masters in the field of medicine
experience in handling emergency departments
Excellent ability to carry out accurate medical diagnosis
Leadership skills
Ability to handle and manage teams.
A nurse should be registered under the NMC (nursing and midwifery council) of Britain. A requirement is for an adult general nurse. Experience in this field is a necessary requirement. He or she should be a team player and should also be able to carry out work as instructed, especially during emergency situations. The individual needs to be of pleasant personality whom the patients would feel comfortable interacting and sharing their problems with.

The administrative staffs required are graduates with work experience of working in the administrative department in hospitals. He should be patient and should also have the ability to guide the people in their traumatic situation. Team player and skills to manage teams is an added advantage.

These parameters are set for the members in the interview panel in which the behavioural requirement, attitude and other special requirements needed for the social and health care sector should be considered. The internal recruitment policy should be considered initially and only in case of failure in internal shift, external sourcing should be carried out for the vacancies. Thus the recruitment strategies are planned.

Foot & Hook (1999) describes some processes for the selection process of the Health and social care centres. The general procedures are interviews, testing via a technical exam, assessment of the candidates and finally get references from the last organisation.

The interview and the assessment process for the doctors and their effectiveness are as follows:

Interview of the candidates which is a cross check of the qualification and the educational background as well as understanding the attitude and the behavioural pattern of the candidate.
Taking a role play of an emergency patient should be the second round in which the medical knowledge as well as the promptness in attending the patient can be gauged
The final assessments of the candidates are done on the basis of the first two rounds and the candidates are short listed on the pre defined parameters. Thus, the background checking in done in which the prior achievements, experience and the behavioural pattern can be verified. Then the doctors can be taken on board after successful backgroun