Hospital Administration

xcxckxckcuxclxcu.,.sfsjlsjdlsjldk* Qualifications are essential in the health sector and these are a pre-requisite for candidates. This shows that there is some adherence with the requirements of the profession which has a lot of safety requirements. After assessing the candidates' applications, they conduct interviews at the hospital. A key watch out is that there is no process of handling candidate assessment because some employees have mentioned that they have not gone through the whole selection process. There are some instances where people have gone straight to the hospital with their CV's and been hired the same day. This qualifies the notion that they hire to fill positions without scanning their environment and this clearly indicates the lack of HR planning.

* There is a misalignment on who should conduct an interview as employees at different levels have different opinions about who conducts the formal interviews. The only standard thing is that the line manager and an HR representative are always present. The additional members include a Trade Union and a community member. There is no clear explanation as to why a union member would be present at the interview, which we have considered to be a highly confidential matter between the candidate and the prospective employer. The community member's role is also not clear but most hospitals hire employees that should fit the community profile. We assume that the community member

jslkdjklsjdklsjalkdjkljskldjskljdklsjdkl* Recruitment is a shared process between the hospital and the government. The government advertises the posts externally on the government gazette and newspapers whilst the hospital advertises the posts internally. The posts are advertised on the notice board. The challenge with this method is that information sharing in this regard is limited as some employees may not read the notice board.