M5_case_ How to make a plan stronger


BHS499_M4_Case_Solutions_to_financial_implications_Lott.docxBHS499_SLP_M4_Lott, L.M..docxPlease use above as references not copying prior work.Please submit a paper that contains the following:
The obstacles, barriers or pitfalls that may influence the success of the plan you described in module 4.The factors that may influence those obstacles, barriers, or pitfalls.
Paper Requirements:
LENGTH: Your paper should be 3 pages typed and double-spaced with one-inch
margins and 12-point font, and meet the exact number of pages specified in the
assignment instructions.
COVER PAGE: Copy the exact assignment onto your cover page (the actual
questions or task).
REFERENCES: Cite your references in the text of all papers and on the
reference list at the end. For examples, review the way the references are
listed in the modules and on the background reading list.
PRECISION: Each question of the assignment is specifically addressed in the
CLARITY: The paper reads clearly (i.e., it is not confusing) and is
well-structured. Subheadings are used to guide the reader.
BREADTH: The paper presents appropriate breadth covering the questions of
the assignment (multiple perspectives and references, multiple issues/factors
considered, as appropriate).
DEPTH: The paper presents points that lead to a deeper understanding of the
matters and/or issues being discussed and integrates several points into
coherent conclusions.
EVIDENCE: Statements and points are well-supported with facts or statistics,
and references.
CRITICAL THINKING: Set aside personal biases and instead approach the
subject matter using available scholarly evidence. Consider the strengths and
weaknesses of competing arguments/perspectives on this topic. Having read these
scholarly sources, make a judgment as to the merit of the arguments presented


Don't use plagiarized sources. Get Your Custom Essay on
M5_case_ How to make a plan stronger
Just from $13/Page
Order Essay

Unformatted Attachment Preview

Solutions to financial implications of recruitment of talent
Trident University
BHS 499: Senior Capstone Project
Module 4- Case Assignment
Professor: Dr. Robert Grice
Larenzo M. Lott
23 AUG. 2015
Case Assignment:
For this assignment please answer the following questions for the problem you previously
1. Are there any solutions to the problem? Please explain.
2. Are some of the solutions already implemented in healthcare organizations? Please
describe such existing attempts, programs, or interventions. Do they seem to be working,
please compare and contrast the programs?
3. Do you think a good plan could be devised to address the problem? (you will further
develop this plan in the SLP component)
Solutions to financial implications of recruitment of talent
The price of recruitment of talent in the medical field is very high. The solution to this
financial implication is to recruit most of the medical professionals on contract basis. This will
solve the problem of these health professional having to relocate from their previous jobs in their
respective medical organizations. This will save the hiring medical organization money in terms
of the recruitment fees that they will incur in trying to convince the medical professionals to
move from their previous jobs to the new job. The medical organizations can also hire
professional recruiters to help them in the recruitment of talent in the medical field. This will be
a reduction in the financial implication of recruitment fee, since recruitment agents and firms
charge less than it would actually cost any medical organization to do a recruitment of talent on
their own. The medical organisation will save on fees like advertisement fees and only incur
agency fees. Furthermore medical organizations do not stand to lose the fees spent in recruitment
if the medical professional recruited fails to honour the recruitment agreement that he or she has
signed to move to the new job (Finkler, Jones & Kovner, 2013).
Cost incurred beyond the headline salary the new employee negotiates for is a financial
implication that can also be solved by hiring the employees on contract. When a medical
organisation hires the employee on contract they are only obliged by law to give out basic
employee benefits like final salary pension and medical benefits. Hiring on a contract basis also
enables the medical organizations to save up on cost since the new employees are usually not in
a position to negotiate on further benefits that the employer might offer to them (Finkler, Jones
& Kovner, 2013). The financial implication of recruitment of talent increasing the tax bill of a
medical organisation can also be remedied by employing the new employees on contract. When
a newly recruited employee is hired by a medical organization on contract the employee is not
viewed as a permanent employee of the organisation.
This reduces the fee the medical
organization has to pay in premiums for the employee’s National Insurance Contribution and
other premiums on the safety of the employee and other mandatory insurance covers for the
employee (Thornbory, 2009).
New recruited talent into a medical organisation needs training which is costly for the
medical organisation causing a negative financial implication. The solution to this financial
implication is to hire recruitment agencies or firms which offer training of the new recruits as
one of their services. This will reduce the cost of training the new recruit since the hired agency
or firm fees are minimal compared with the cost of recruiting and training the employee by the
medical organisation. By using recruitment agencies and firms the medical organization can also
be able to save on the time their employees use in training the new recruited employees (Finkler,
Jones & Kovner, 2013).
Solutions implemented in healthcare organizations
An intervention that is being implemented in the medical field in recruitment of
employees is employment by contract. In employment by contract the medical professional is
able to retain his or her previous employment by some other medical organization and at the
same time use his or her talent to do some other jobs in other medical organizations. The contract
system has been able to save medical organizations cost of recruiting talent when they want to
consult on specific issues in the medical field. An example of this is when a medical organization
doing research on a new drug needs a specific medical professional to test it for them and the
medical professional is not an employee of the medical organization conducting the research.
Employment by contract enables the medical organization to hire the medical professional that
they need without incurring too much cost as they would if they hired the medical professional
permanently. Medical professionals through the contract system are also to make more cash by
signing on to different medical contracts. Hiring on contracts also enables hospitals to outsource
doctors for consultations on different medical issues without incurring the cost of permanently
employing the doctors (Thornbory, 2009).
Another solution to the financial implication of recruiting talent in the medical field is the
hiring of recruitment agencies and firms. This technique works best when the medical
organization is looking to hire medical professionals on permanent basis. Unlike hiring on
contract which looks at reducing cost of recruitment and cost of maintaining the employee in the
long run, recruitment by use of recruiting agencies and firms seeks to reduce cost incurred in the
recruitment process of any employee. The recruitment agencies and firms offer different service
packages when it comes to recruiting for medical organizations. The services include looking for
and identifying the health professional that the medical organization needs, advertising for the
position in the medical organization, offering to train the recruit into the organization, and
maintain the employee throughout his or her tenure in the organization. The medical organization
saves a lot of cost when it hires a recruitment firm or agency since most of the services they offer
are at a discount compared to the medical firm providing the services on their own. The
recruitment firms and agencies work on an economy of scale basis thus they are able to offer the
services mentioned at a discount. Although the two interventions mentioned are different they
serve their purpose well and suitably (Thornbory, 2009).
Plan to address the problem
A good plan can be devised to address the financial implications that arise in recruitment
of talent in the medical field. The plan can incorporate every financial scenario that the medical
organizations deal with in the recruitment of talent. The plan can be the combination of different
interventions that deal with the financial implication that arise in the recruitment of talent in the
medical field. If the plan devised is able to incorporate every financial implication that arises in
the recruitment of talent then it will not only be a good plan but an effective one (Steckerl, 2013).
Steckerl, Shally. (2013) The Talent Sourcing And Recruitment Handbook. Print.
Finkler, S., Jones, C., & Kovner, C. (2013). Financial management for nurse managers and
executives. [St. Louis, MO]: Elsevier/Saunders.
Thornbory, G. (2009). Public health nursing. Chichester, West Sussex: Wiley-Blackwell.
Ethical dilemma associated with the recruitment of talent at a reasonable price
Trident University
BHS 499: Senior Capstone Project
Module M4- SLP Assignment
Professor: Dr. Robert Grice
Larenzo M. Lott
23 AUG. 2015
Your task for this module’s SLP is to further discuss the plan identified in the case assignment.
Please include the following: (Critical Thinking Skills Assignment)
1. Identify and clarify an ethical dilemma associated with the chosen topic of your course
2. Identify and discuss several alternatives and select one to address in your plan.
3. Explain the components in your hypothetical plan for resolving the problem by
implementing the solution.
4. Present the plan in an outline and identify the roles of various participants in addressing
the problem.
Ethical dilemma associated with the recruitment of talent at a reasonable price
Recruitment of talent at a reasonable price is the strategic approach to sourcing,
interviewing, screening, assessing, identifying, attracting, hiring, and on boarding top talent to
effectively and efficiently meet the dynamics of the business needs while at the same time
incurring the minimum cost in terms of payment of this talent and the cost of recruiting this
talent (Steckerl, 2013). Ethical dilemma on the other hand is the choice an individual is faced
with between two options, both of the option will bring a negative result based on personal and
societal guidelines that exist (Garber, 2008).
The ethical dilemma
The ethical dilemma that faces most recruitment agents and Human Resource (HR)
personnel is how the position is represented to the candidates. Most of the recruitment agents and
H.R personnel are faced with the ethical dilemma of doing what is morally right for the
candidate and what is morally right for the organization that has hired them to recruit on their
behalf. On the part of the candidate the recruitment agents and the H.R personnel promise the
candidate better working conditions, pay and allowances when they very well know that they
cannot provide all these promises. This misrepresentation of the job position to the candidates is
usually brought about by the organizations which are looking for these talented individual, not
being able or willing to meet the promises made by the recruitment agents all in a bid of reducing
the cost of acquiring the talent. This brings about an ethical dilemma on the part of the recruiters
on whether to reduce the costs of acquiring the talent as per the wants of the organisation or to
get the talent at the current market price which is the right thing to do on the part of the employee
(Garber, 2008).
Remedies for the ethical dilemma
Most of the recruiters are faced with this ethical dilemma and the urge to satisfy both
sides. In most cases the recruiters tend to favour the organizations since they are the ones who
are footing their bills. This leaves the candidate at a loss since he or she is left with a sour deal
that was not what he or she was promised during the recruitment process. There need to be ways
to remedy this dilemma in order to recruit fairly and make sure that no one is adversely impacted
by the practices the recruiters follow (Garber, 2008).
One of the alternatives to the mentioned ethical dilemma is the establishment of rules and
laws that govern recruitment of talent at a reasonable price. Organizations should establish their
own guidelines that help in the recruitment of candidates. The written guidelines would help
recruiters and HR personnel given the mandate by organizations to recruit for them clear ways of
doing the right thing. Following the written guidelines the recruiter would be able to do the
morally right thing in their recruitment of talent such that none of the both parties involved are
adversely affected by the practice. The organisation can be able to save on cost without totally
taking the candidates rights to a good pay and allowance according to the market, away from
them. (Berberich & Trost, 2012).
Another alternative in which a recruiter and HR personnel can remedy the mentioned
ethical dilemma is by learning and evaluating the situation they are presented with in order to
come up with a solution that benefits all the stakeholders that are involved in the recruitment of
the talent. The recruiters should put themselves in the shoes of all the stakeholders and learn all
they can about the situation they are presented with. The recruiters should not take sides when it
comes to recruiting talent at reasonable price. Both the organisation and the talented candidate all
want the best deal for themselves so it’s the work of the recruiter to find a common ground
where both these individuals can feel satisfied with the offer they are given. The recruiter should
find out what each party has at stake in the process of the recruitment negotiation. With this
information the recruiter can evaluate what his actions will do to each party and came up with a
plan that will not adversely impact both parties (Wheeler & Clegg, 2005).
Explanation of the components in the plan and the implementation of the plan
The second alterative is the best in remedying the ethical dilemma of misrepresenting a
job position to a candidate during recruitment. The second alternative whereby the recruiter puts
himself in the shoes of all the stakeholders by evaluating and learning the situation in order to
arrive at a fair and morally right solution is better of the two since it can apply under recruitment
parameters. The implementation of this remedy starts with the recruiters learning all they can
about the stakeholders involved. They can then use the information they get to list and evaluate
their most likely course of action. This evaluation is done by choosing which action will be best,
is fair, satisfies the recruiter’s duties, is best for the organisation as whole, and will treat every
party with respect dignity and uphold the candidate’s rights. The action that is chosen is tested
and questions on whose interests are satisfied and why are answered by stand up reasoning. If the
decision passes this scrutiny then it is put into action and then follow up on the decision is
conducted. The follow up looks to find out whether the results from the action taken are what the
recruiter expected. It also finds out how the decision and action was accepted by the stakeholders
involved and if they felt the decision was a good choice. At the end of implementation of this
remedy the recruiter will have averted the ethical dilemma of misrepresenting the job position to
the candidate. The recruiter will not have to misrepresent the job position since he will be in a
position to tell the candidate what the organisation can afford in regards to hiring the candidate
(Wheeler & Clegg, 2005).
Implementation of the solution to the ethical dilemma of how the job is represented to the
candidate during recruitment of talent at a reasonable price
1. The recruiter learns about the recruitment situation he is presented with and puts himself
in the shoes of all the stakeholders.
a. Indentify what your action will do to each stakeholder.
b. Find out what each stakeholder has at stake in the process of recruitment.
2. List your actions and then evaluate your most likely course of action.
a. Which action will be best for all stakeholders,
b. Which action will treat every party with respect dignity and uphold the candidate’s
c. Which action is fair and satisfies the recruiter’s duties.
d. Which action is best for the organization as whole and advances the values of the
3. Make a decision on the action to take and test the viability of the action.
4. Make the finally decision on your action, act on it and then conduct a follow up on your
decision (Wheeler & Clegg, 2005).
Steckerl, Shally. (2013) The Talent Sourcing And Recruitment Handbook. Print.
Garber, P. (2008). The ethical dilemma. Amherst, Mass.: HRD Press.
Berberich, M., & Trost, A. (2012). Employee referral programs. Norderstedt: Books on Demand.
Wheeler, K., & Clegg, E. (2005). The corporate university workbook. San Francisco, CA:

Purchase answer to see full

Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.

Money-back guarantee

You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.

Read more

Zero-plagiarism guarantee

Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.

Read more

Free-revision policy

Thanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.

Read more

Privacy policy

Your email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.

Read more

Fair-cooperation guarantee

By sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.

Read more