Management Paper on Interview on a Human Resource Manager


Human resource management endeavors to capitalize on the performance of workers in realizing the organization’s strategic objectives. Human resource managers are mainly interested in the management of labor force within the company, centering on systems and strategies. Human resource management entails adherence to industrial relations and changes within the organization; that is, setting operations within the organization in line with demands emanating from joint bargaining and existing laws.  This essay involves an interview with a human resource manager (engaged in staffing). Setting up the interview entailed calling the manager, visiting him at the organization, and agreeing on a suitable date for the interview, two weeks later.  Human resource management is accountable for administering worker’s training and development, hiring, rewarding (for instance, payment and benefits), and supporting employees’ welfare.

In my first interview question, I asked the human resource manager to describe the organization. He stated that it is a nonprofit health institution that offers high quality, culturally suitable care in a hospitable setting to every patient. The organization provides a broad scope of employment opportunities for individuals with nonmedical and health backgrounds, which represents a total of about 64,000 employees. The organization’s mission is to instill hope and result in health and well-being through offering the best care that ensures its identification by peer institutions, workers, patients, and the society as a chief establishment for inclusion and diversity centered on learning, research, and medical practice. The institution’s values require that the needs of the patients take precedence; they include respect, compassion, integrity, teamwork, innovation, stewardship, excellence, and healing. The organization’s strategy for the next three years is ensuring dedication to the creation of a caring service setting while making sure that personal differences are treasured at all levels. The HR approach for the next three years is to realize the most excellent care for all patients while embracing diverse individuals and encouraging their unique contributions.

I then asked the manager to describe who he hires. He stated that the hired doctors endeavor to treat health conditions, illnesses, and disorders via the use of professional health knowledge and proficiencies. The position calls for one to have earned a doctoral degree in medicine over and above having taken part in clinical rotations. The organization has about 2300 doctors in its three locations in Florida, Minnesota, and Arizona. Just like doctors, surgeons must have at least a Doctor of Medicine degree and about four years of surgical experience at a health facility. The institution has approximately 300 surgeons and 120 operating rooms. They undertake a high number of complex operations each day where they treat nearly 100000 patients every year with the application of modern technology and novel practices.

The organization has about 500 doctoral level research scientists and an additional 3000 students and health professionals who take part in research. Every year, about 2500 research protocols are reviewed at the organization with over 10000 continuing research practices. In 2015, research schemes resulted in over 7000 publications and periodicals in peer-review articles. The organization’s hiring philosophy is getting the best-qualified professionals to create an excellent, caring environment. The organization does not hire for certain company characteristics, but cultural knowledge, skill, ability, and other characteristics are geared toward embracing diversity for enhanced performance through valuing the contributions of each employee.

Planning for staffing at the organization involves having a meeting once every year where the personnel at the human resource department prepare a strategic plan for the requirement of staff, which enables understanding the workforce needed to uphold the vision and goals of the institution. In responding to the question on how the requirements for positions are determined, the manager affirmed that the staffing plan aligns the aims of the organization with the number and qualification of the staff required in sustaining the set objectives. In answering how recruitment is done for the positions, he asserted that first a job description is done for the required personnel, and looking for the right candidates begins. The HR team manages the application procedure and chooses the best. This is when the appointments are made, and induction carried out.

I asked the manager whether the organization’s web page is employed and in which way. He stated that it used to keep the visitors enlightened on the practices of the institution, which positions it as a trustworthy, experienced, and reliable care provider. The manager affirmed that resumes, reference checks, and applications ensure that the organization achieves the required skills and creates a wide pool of talents. Subsequent interviews offer priority to the organization’s pool of talents where candidates that were earlier found to have been qualified but not selected have an added advantage. The tests are used to gauge the knowledge, confidence, and expertise of each candidate. Selection for each position entails picking just the best. The organization has a Human Resource Information System, which offers a centralized depository of employee master information and simplifies the Human Resource activities by enabling them to happen electronically. It is evident that the human resource manager is dedicated to ensuring the overall success of the organization.