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Analyzing the Effectiveness of Our (Ramsay Health Care UK) various Recruitment Methods by Job Group e. g. Monster, Times online: Case study Research Aim This study aims to improve the existing recruitment strategies and processes of Ramsay Health Care UK. Research Objectives To examine the effectiveness of Ramsay Health Care UK’s recruitment method as compared to the online recruitment processes and strategies used by job group such as Monster and Times online. To identify the recruitment strategies and processes used by Ramsay Health Care UK and job group. To compare and contrast the similarities and differences between the recruitment strategies and processes used by Ramsay Health Care UK and job group. Proposed Research Method As part of identifying the recruitment strategies and processes of job groups such as Monster and Times on line, the researcher will make use of pure observational method.

This can be done by navigating through the official websites of Monster and Times online. On top of using observational method, a secondary research will be conducted to identify the advantages and disadvantages out of patronizing the recruitment services offered by job group such as Monster and Times online. To identify the recruitment strategies and processes of Ramsay Health Care UK, the researcher will purposely conduct a one-on-one personal interview with its HR manager.

As part of the interview process, an interview questionnaire will be used as a guide the researcher throughout the interview process. (See Appendix I – Research Survey Questionnaires on page ) The interview questionnaire was designed to enable the researcher know more about the recruitment processes. To attract more competitive healthcare professionals to join the team, part of the research questionnaire was designed to allow the researcher learn more about the compensation or reward scheme of Ramsay Health Care UK.

The rationale for asking the number of years the HR manager has been working for Ramsay Health Care is to determine whether or not the HR manager has gained lengthy work experiences in handling the company’s recruitment processes. The fourth question encourages the HR manager to briefly describe the recruitment processes that is currently being practiced at Ramsay Health Care. Basically, allowing the interviewee to narrate its recruitment system will enable the researcher capture a more descriptive response to this matter.

Research Ethics Throughout the study, the researcher will respect privacy of the HR manager by keeping her identity anonymous. As a standard code of practice, the researcher should not force the HR manager to participate in this study. Therefore, the researcher will first explain the main purpose of this study followed by politely asking the HR manager whether or not she is willing to participate in the research interview. When analyzing the gathered data, the researcher should avoid coming up with a false information (Resnik, 2010).

This is the main reason why the researcher will analyze the subjective response of the research interviewees together with the gathered literature review. Appendix I – Interview Questionnaire 1 Good afternoon. What is your name? 2 How long have you been working as the HR manager of Ramsay Health Care UK? 3 Are you personally responsible in managing the recruitment policies, strategies, and processes of Ramsay Health Care UK? ___ Yes ___ No 4 Can you tell briefly describe the recruitment process that is currently being practiced at Ramsay Health Care UK?

5 Aside from paying close attention to knowledge and skills requirement in the job description, are there any other qualities that you are looking for in a job applicant? Kindly explain. 6 In response to the tight competition in persuading competitive applicants to join the team, what kind of reward strategies or work compensation does Ramsay offer? *** Thank you! *** Reference Resnik, D. (2010, March 19) National Institue of Environmental Health Sciences. What is Ethics in Research & Why is It Important? Internet WWW page at URL [online] Available at: [Accessed 24 February, 2012]

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