Re-Engineering of Recruitment Process at Inova Health Systems
divisions of Inova Health System are:
Hospitals 3
Outpatient centers 7
Long term care facilities 2
Nursing visits to home Additional Service
Total Employees 10000
HR administration Independent
Disadvantages of decentralised recruitments system followed by Inova:
1. Duplication of advertising expenses for same organisation
2. Advertisment expenses for last year is $ 500.000, is high
3. Units compete with one another to recruit from same labour market
4. Candidates have to apply and attend interview at each interested unit separately
5. Internal mobility is less for current employees
6. Corporate identity is not consistent, due to unit specific advertisements
7. Not able to measure recruitment effectiveness or keep statistics because of different types of record-keeping systems at each unit
8. Inefficient utilisation of sophisticated recruitment technology because it is different for each unit
Q & A:
1. How would you begin to study this problem?
I would suggest collecting more details pertaining to problems highlighted above and measure overall inefficiency or wastage due to de-centralised human resource administrations systems. Analyze HR organisation structure and number of people in each unit. Collect details of average recruitment in terms of number of candidates, average time taken to recruitment, number of internal movements, cost per recruitment, employee turn-over, reasons of resignation, and other details. Study record keeping systems at each unit and arrive at common requirements. Study if there is wide variation in compensation systems at each unit, measure differences and find reasons.
2. Might you use benchmarking in any way? How?
Yes, after analysing each unit and identification of best unit in terms of HR administrations. The parameters of such unit are taken as a bench mark. The bench marking is further corrected after
Hospitals 3
Outpatient centers 7
Long term care facilities 2
Nursing visits to home Additional Service
Total Employees 10000
HR administration Independent
Disadvantages of decentralised recruitments system followed by Inova:
1. Duplication of advertising expenses for same organisation
2. Advertisment expenses for last year is $ 500.000, is high
3. Units compete with one another to recruit from same labour market
4. Candidates have to apply and attend interview at each interested unit separately
5. Internal mobility is less for current employees
6. Corporate identity is not consistent, due to unit specific advertisements
7. Not able to measure recruitment effectiveness or keep statistics because of different types of record-keeping systems at each unit
8. Inefficient utilisation of sophisticated recruitment technology because it is different for each unit
Q & A:
1. How would you begin to study this problem?
I would suggest collecting more details pertaining to problems highlighted above and measure overall inefficiency or wastage due to de-centralised human resource administrations systems. Analyze HR organisation structure and number of people in each unit. Collect details of average recruitment in terms of number of candidates, average time taken to recruitment, number of internal movements, cost per recruitment, employee turn-over, reasons of resignation, and other details. Study record keeping systems at each unit and arrive at common requirements. Study if there is wide variation in compensation systems at each unit, measure differences and find reasons.
2. Might you use benchmarking in any way? How?
Yes, after analysing each unit and identification of best unit in terms of HR administrations. The parameters of such unit are taken as a bench mark. The bench marking is further corrected after