Selection and Recruitment Process: Dubai Aster Clinic

Table of Contents

1.0 Introduction to Project 1
2.0 Introduction of Organization 1
3.0 Position, Job description, Specification and Qualification 2
3.1 Pediatrician 2
3.2 Neurologist 3
3.3 Psychometrician 4
3.4 Dispensing Optician 5
4.0 Recruitment Policy 6
4.1 Identification of the Opportunity 7
4.2 Completion of Employee Application 7
4.3 Approval of Staffing Requisitions 7
4.4 Advertising 7
4.5 Resume Selection 8
4.6 Interviews 8
4.7 Selection Stage 8
4.8 Offer of Employment 9
4.9 Orientation 9
5.0 Conclusion 10
6.0 References 10

1.0 Introduction to Project

The report documents various job positions required at Dubai Aster Clinic. The report highlights four required jobs namely Psychometrician, General Pediatrician, Neurologist and Dispensing Optician. It goes ahead to describe each job position, specifications, the qualification and experience needed for each job position. In the end, the report outlines the selection and recruitment policy for each job position. The selection and recruitment policy examine issues to do with the staffing process, vacancy identification, completing an employment application, advertising, resume selection, job selection and offer and lastly the orientation aspect.

2.0 Introduction of Organization

Aster clinic is one of the largest healthcare centers in the United Arab Emirates (UAE). In addition, it offers various health care services including general medicine, dentistry, pediatrics and other specialties like gastroenterology, dermatology, pulmonary, neurology among others. Aster clinic is a new entity and coronary incorporating new clinics, pharmacies, and polyclinics in ninety-five areas in one unique brand. Moreover, the clinic interfaces with not only new but also potential clients through Aster Diagnostic Centre, Aster Pharmacy, Aster Hospital and Aster Medical center (astermedicalcentre.com, 2-5). Initially, the clinics were referred to as the Medcentre, however, they can be integrated under a distinct identity Aster Medical Centre consolidating their quality services and standards. The strong network has developed due to hard work, vision and leadership (astermedicalcentre.com, 2-5). The story of Aster clinic was started by Azad Moopen in 1987 with the instigation of a Medical center. As it continued to develop, more centers were established and the clinic evolved to the current size. With more than three decades of health care delivery, the cline provides convenient services in a conducive environment, ranging from daily care to specialty care. All the clinic’s centers meet the medical care needs of different communities’ regardless of their socioeconomic conditions. Developing the reputation of Medcentre, the clinic continuously brings medical services for all.

3.0 Position, Job description, Specification and Qualification

3.1 Pediatrician

This is a physician in charge of offering care to children from infant stage up to early adulthood. Therefore, the pediatrician will concentrate on illnesses specific during early states of life (Spector, 12-15). In addition, the pediatrician will monitor not only development but also the growth of the patients till they reach early adulthood. The pediatric specialist will have a comprehensive understanding of medicine and the way in which treatment impacts various developmental phases. Besides, the pediatrician will monitor and administer immunizations as scheduled. This should also be a person with the ability to effectively communicate and interact with children and guardians or parents. The pediatrician will offer a comprehensive description of managing childhood ailments and any cause of alarms. Much as the pediatrician will be in charge of day to day health care needs of the patients, he/she will refer certain cases to a specialist. The pedestrian will work directly with other staff within Aster clinic. Again, the pediatrician will concentrate on pediatric surgery, or chronic sicknesses affecting children. With regards to specifications, the pediatrician will be emotionally stable and the capacity to make an informed decision under pressure. She/he will be individual oriented and not like surgeons who are technically oriented. Some of the qualifications needed will be a four-year undergraduate degree, four-year medical school, and a residency for about 3 to 8 years. The pediatrician will also possess 2-year experience in microbiology and anatomy; while another 2 years practicing in a health institution with close supervision of a physician. However, specifications differ based on the category of specialty or sub-specialty. Furthermore, the pediatrician will be licensed by a certified board of pediatricians

3.2 Neurologist

A neurologist is a licensed physician with a specialty in the nerves system ailments. For this position, it will require a person with detailed training in health care and have the passion for learning regarding management of disorders in the spinal cord, brain and peripheral nervous system. The neurologist will have necessary training from the medical institution as well as a residency in neurology. The neurologist will be responsible for examining patients, ordering and interpreting diagnosis so as to establish the most appropriate treatment. Again, the neurologist will be seeing patients at the clinic while working as a professor at the university. The neurologist will be an individual with an undergraduate degree and have attended a reputable medical school. Subsequently, the neurologist will possess 3 to 4 years residency in neurology with various specialties including multiple sclerosis and behavioral neurology. Owing to the fact that many health care organizations prefer certified neurologists by the board, in the case of Aster Clinic; the neurologist will have a certification by accredited neurology board. Such boards provide certification to qualified neurologists who pass written examinations. The clinic should look for certain qualifications such as; a neurologist with a doctor of medicine, residency in neurology, and a fellowship in a certain specialty. Consequently, other important qualifications are certification, from a recognized board of neurology and health licensure.

3.3 Psychometrician

A psychometrician is in charge of constructing tests while interpreting them to provide the basis of examining an individual’s skills, personality among other emotional elements. Again, the psychometrician ensures that the precision and reliability of exams and collect information useful in enhancing the functioning of a person, diagnosing impairments or determining aptitude for certain activities. When it comes to the job description, the psychometrician will be responsible for devising multiple choice tests while putting into consideration the structure of tests, complexity, the number of queries, time to complete and score. He will use statistical software for recording and analyze the results. The psychometrician will develop tests for research purposes on behalf of Aster clinic for professional aptitude, which will be the reference point for nurses, doctors, or mental health assessments to determine levels of depression and learning issues in adults as well as children. The psychometrician will also collect information from the exam to compute attainment rankings, create guidelines for career and so forth. A Certain specification that the clinic should be looking for in a qualified psychometrician includes master’s degree or doctorate degree in quantitative psychology, statistics. In addition, the individual should be competent in lab work associated with statistics, development of tests, and classes related to particular kinds of tests such as cognitive evaluations, qualitative testing processes, and widely used statistical programs. Moreover, the psychometrician will be competent in research, math, computer applications and ability to solve problems and analytical. The selected person should possess a master’s or even a doctoral degree in statistics or other subjects.

3.4 Dispensing Optician

This is the person in charge of fitting individuals new eye glasses. The position is mostly customer care based. In addition, dispensing optician from the ophthalmologist and use utilize them to determine the suitable lenses features. In most cases, the dispensing optician will play the role of directing clients on the selection of frames in accordance with their lifestyle and routine. Additionally, the dispensing optician will assist clients to choose the suitable coatings and other properties of the lenses. The dispensing optician will work in collaboration with ophthalmic lab technicians to create lenses. As such, the dispensing optician will ensure that the procedure is effectively performed and clients’ needs are fulfilled. Under certain conditions, the dispensing optician will not only repair but also modify damaged frames. The dispensing optician will be required to be pleasant, tactful because he/she will be dealing with clients directly. In addition, the dispensing optician will have manual ability and detailed oriented. On the other hand, he/she will be required to possess a sense of aesthetic. The needed qualification for this position will include high school certificate and on-job training. Much as high school certificate is preferred, in this context, a dispensing optician with an associate degree will be the ideal candidate with basic skills in physics, algebra, anatomy, and trigonometry. Another thing to take into account is a candidate with a license to operate with 2 to 4 years practical training. For a certified candidate, he/she will be required to continue with education and renew the certificate after 3 years.

4.0 Recruitment Policy

Selection and recruitment policy governs and restraint recruitment as well as employment practices to ensure goals relating to quality healthcare, proficiency, demographic structure of the employees and to offer guidance on the recruitment of staff in tandem with requirements of the Labor Relations and Employment Equity Acts. The policy outlines the aims to be attained in rolling out the enlistment and selection which is geared towards drawing competent persons to take up these positions with the most appropriate applicant. Strong contenders for the positions of Psychometrician, General Pediatrician, Neurologist and Dispensing Optician will be enlisted for appointment based on their competence, credentials and capacity as expected to meet the job specifications, irrespective of the station at life, gender, cultural background and race except merit. Before hiring from outside, consideration will be given to internal clients to start with, however, an external appointment will always be instigated whenever there is a shortage of internal talent. As an Equal Opportunity Employer, Aster Clinic aims to eradicate all manner of bias in the recruitment and selection of employees.

4.1 Identification of the Opportunity

Directors at Aster Clinic have an obligation to ensure that the selection process is aligned to meet the facility’s objectives in terms of filling the vacancy or creating the new spot. It starts at the Human Resource desk where the recruitment requisition form is drafted for the manager’s approval. This process is pertinent because it ensures that the vacancy exists in the first place. While there may be a resignation, a replacement might never be an option because someone else could take up the job. In the case of a new position, it is imperative to ensure that the budget exists for the selection process. The right analysis of the demographic information of the department is necessary at this stage.

4.2 Completion of Employee Application

The content provided on this form is necessary for drafting an internal and external ad. Inadequate data may compromise the Clinic from getting the right candidate for advertised positions.

4.3 Approval of Staffing Requisitions

The Line Manager in conjunction with the HR should determine the salary range and grading for the vacancy (Butler, Victoria, et al., 275). Again, the Line Manager has an obligation to ensure the requisition is certified by the manager then returned to the HR.

4.4 Advertising

Upon receiving the approval for hiring the employee, the HR should advertise the vacancy internally and ensure all employees are privy to it. External ads should then be drafted and advertised using the right media channels.

4.5 Resume Selection

While the HR is required to collect and screen all submitted resumes, the Line Manager is responsible for resume selection. Consistency is required for this process, as such, the HR prepares for an interview after getting a list of names based on resumes.

4.6 Interviews

Interviews are set once the names of shortlisted candidates reach the HR desk. The Line Manager is also involved at this stage. However, interview questions should be concentrated around proficiency requirements of the job. The interview starts with internal employees before external applicants are considered (Sekiguchi, 183). The selection and recruitment policy requires that for equity and impartiality can only be seen to be done interviewers should be a panel of sorts. Moreover, a panel of interviewers will ensure that objectivity is met and that the decision to engage or not engage is underpinned by the Panel.

4.7 Selection Stage

Immediately the candidates have been cross-examined, the ultimate selection should be anchored on merit and the fulfillment of job specifications. At this point, psychometric tests should be done not for pronouncement but to augment the process. The final judgment should be informed by the outcomes of psychometric tests in line with the job specifications and candidate’s conduct during the interview. Indication should not be different to any worker at any phase, if found skilled for the position. This is due to the fact that it leads to the high expectations; leading to complication when such a candidate is not hired (Kanfer, 837). As such, the HR in collaboration with line manager will perform about two checks to confirm the references (Sekiguchi, 180). Moreover, the checks will be conducted to verify the educational qualifications. It is of great importance to understand that service contract is subjected to checks.

4.8 Offer of Employment

After the HR as well as line manager are contented with checks, and psychometric details of the best contenders, employment of services should be deliberated (Butler, Victoria, et al., 275). Then, the HR will create an offer of service should be signed by the director of the clinic. After contenders accept the offer, an official agreement should be created and necessary documents out to bed be signed

4.9 Orientation

When the contenders return the employment agreement, then orientation for new workers must be organized. Once this is completed the HR should inform the line manager in charge of new workers departments, commencement date, names of workers and other important requirements

5.0 Conclusion

The report determined to document various job positions required at Dubai Aster Clinic. It highlighted four vacancies including Psychometrician, General Pediatrician, Neurologist and Dispensing Optician. The description of each position in addition to the specifications and qualifications were stated. Ultimately, the report documented the selection and recruitment policy for the vacant position with respect to the various processes such as establishing whether or not a vacancy exists, completing employment application, internal and external job advertisement and resume selection among others.

6.0 References

astermedicalcentre.com. “Dubai Aster Medical Center”. Web. 09.05.2016

Butler, Victoria, et al. “Applying science and strategy to operating room workforce management.” Nursing Economics 30.5 (2012): 275.

Kanfer, Ruth, Connie R. Wanberg, and Tracy M. Kantrowitz. “Job search and employment: A personality–motivational analysis and meta-analytic review.” Journal of Applied psychology 86.5 (2001): 837.

Sekiguchi, Tomoki. “Person-organization fit and person-job fit in employee selection: A review of the literature.” Osaka keidai ronshu 54.6 (2004): 179-196.

Spector, Paul E. “Industrial and organizational psychology.” Research and (2008).

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By admin in Essays on June 14, 2016