The document discusses various topics related to recruitment, selection, placement, promotion, credentialing and retention of nurses. It defines each topic and describes the relevant processes. For recruitment, it outlines the steps involved including identifying vacancies, preparing job specifications, advertising positions, shortlisting candidates, and conducting interviews. Selection involves differentiating suitable applicants through processes such as testing and interviews. Placement determines the appropriate job for new hires while promotion involves advancing employees to higher roles. Credentialing and retention help verify qualifications and encourage staff to remain in their jobs long-term.

1. RECRUITMENT, SELECTION, PLACEMENT
PROMOTION, CREDENTIALING AND
RETENTION
ULFAT AMIN
MSC PEDIATRIC NURSING

2. RECRUITMENT
DEFINITION
• Recruitment is the process of finding and attracting capable
applicants for employment. The process begins when new recruits
are sought and ends when their applicants are submitted.
William B Werther &K.Devis

3. • Recruitment is the process of searching prospective employees and
stimulating them to apply for the jobs in the organization.
Edwin B Flippo
• Recruitment has been defined as the process of seeking out and
attracting individuals from the labour market who are capable and
interested in filling the employment vacancies.
Taylor & Bergman

4. PURPOSE AND IMPORTANCE OF RECRUITMENT
• Attract and encourage candidate to apply for the post in the organization.
• Determine present and future requirements of the organization.
• Create a pool of candidate at the low cost.
• Begin identifying and preparing potential applicants who will be
appropriate candidates.

5. FACTORS DETERMINING RECRUITMENT
• Size of the business.
• Employment conditions in the locality of recruitment.
• The past recruiting policy of the organization in retaining good workers.
• Working environment and compensation package that influence
employees to continue or take exit from the organization.
• The rate of growth of the organization; future, cultural, legal and economic
factors
• Cost of recruitment.

6. RECRUITMENT POLICY
• The policy provides a framework for recruitment and contains aspect
such as
• Organizational objectives
• Identification of recruitment needs
• Preferred sources of treatment{internal /external}
• Criterion of selection and preferences
• The cost of recruitment and financial implementation of the same

7. RECRUITMENT PROCESS
Recruitment process involves a systematic procedure from searching
the candidates to arranging and conducting the interviews and
requires many resources and time. It has following activities.
1. Identify vacancies: It begins with the human resource department
receiving requisitions for recruitment from different departments in the
organization. It includes posts to be filled, number of vacancies, duties
to be performed and qualification with experience.

8. • Preparing job and person specification: Job specification is helpful to
think of job under broad heading; main characteristics of the training,
background of the job, main responsibilities and job boundaries,
experience of job holder, resources and constraints affecting the job. It
has to be decided what types of candidates are to be invited and what
would be their characteristics.
• Advertising vacancies: This is the method by which the candidates will
be located. It is either through internal sources or external sources and
also decided the method of advertising for the post.

9. • Managing response: This step is to the way adopted to receive the
applications and scrutinize each application as per the recruitment policy
by the scrutiny committee.
• Short listing and identifying the prospective candidates: After the
scrutiny the eligible candidates are shortlisted and a list is prepared.
• Arranging the interview with the shortlisted employees: Interview
dates are finalized. Criteria for the merit list are prepared by the
committee is formulated.
• Conducting the interview and decision making: Interview is
conducted on the scheduled date by the selection committee. Then the
candidates are selected.

10. SOURCES OF RECRUITMENT
• Sources of recruitment can be grouped into two categories: internal and
external.
Recruitment from internal sources
• It is done within the organization. It includes the candidates who are
already on pay rolls of the organization and also who were once on the
pay roll and plan to return or whom organization would like to retire. These
include:
• TRANSFERS: It involves shifting from one department to another
department. It does not involve any drastic change in the responsibilities,
pay and status of employee.
• PROMOTION: It leads to shifting of employees to a higher position,

11. RECRUITMENT FROM EXTERNAL SOURCES
These sources lie outside the organization. These include:
• ADVERTISEMENT: It is the most effective means used to search for
the potential employees. Advertisements in the leading newspapers,
Television ads etc help in searching the qualified and experienced
personnel for vacant jobs.
• ENPLOYMENT AGENCIES: Employment agencies run by
government are regarded as important source of recruitment. The
employment exchanges bring employees in contact with the job
seekers.

12. • DEPUTATION: This method is also quite common. The employees of one
organization are selected or taken on deputation from other organization
for filling the vacancies.
• ON THE CAMPUS RECRUITMENT: In this method a preliminary search
for prospective employees is done by conducting interviews at the campus
of various institutions, universities and colleges on predetermined dates
and suitable candidate are selected.
• TELECASTING: The practice of telecasting of vacant posts over TV
(Doordarshan) is gaining importance these days. Special programs like
‘job watch’, ‘youth pluse’ etc over TV have become quite popular in
recruitment for various types of posts.

13. SELECTION
• Selection is the process of choosing from a group of applicants those
individuals best suited for a particular position. Selection is an integral
part of staffing, wherein one person is chosen in preference to other
for the announced job position. It involves a series of steps by which
candidates are screened for choosing the most suitable person for
vacant posts in the organization.

14. DEFINITION
• Selection is the process of differentiating between applicants in order to
identify those with a greater likelihood of success in the job.
• It is a process of choosing the fit candidates or rejecting the unfit
candidates or combination of both.

15. SIGNIFICANCE OF SELECTION
• The objective of selection process is to achieve the best fit between
the job requirements and holders. The benefits of selecting the best
fit or right candidate for various posts are as follows:
• Proper selection and placement lead to build up suitable workforce.
• It helps to bring competent and skilled persons and thereby higher
efficiency in providing the quality care.
• The satisfied nurses with positive attitude and good aptitude will
initiate to fulfill the organizational goals.

16. • The morale of nurses who are satisfied with their jobs is often high.
• Right nurses for providing nursing care will keep the turnover low and
less absenteeism.
• There will be less occupational hazards and less negligence.
• The selected nurses will be more dedicated and contended towards their
work and patients.
• The quality of one’s organization usually depends on its staff.

17. PROCESS OF SELECTION
• The basic purpose of selection process is choosing right type of
candidates to hold various positions in an organization. In order to
achieve this purpose, a well organized selection procedure involves
many steps. However this process is classified in three stages:
Preselection. Interview and assessment stage

18. • PRE SELECTION
• This particular stage can also be covered under recruitment. This stage involves
defining the job and deciding what sort of nurses are required, analizing application
and short listing for interview.
• INTERVIEW
• The eligible candidate is then called and is evaluated according to pre determined
criteria through interview, where the candidate has to face the selection committee,
constituted by the organization.
• ASSESSMENT
• In this stage, the candidate is assessed to predict how he/she is likely to behave in
future. Some practices are making use of cognitive and psychometric tests. The
assessment report should end with list of strengths and limitations pointing to a final
decision.

19. RETENTION
• The most challenging job today is not only to attract the excellent
employees but also to retain them. Employee retention involves taking
measures to encourage employees to remain in the organization for
maximum period of time. Organizations are facing a lot of problems in
retaining the employees. They may leave for personal or professional
reasons. Organizations are becoming aware of these concerns and
adopting many strategies for employee retention. The following are the
strategies to retain the employees in any organization:

20. • Selecting and training: After selecting the nurses, the organization must
initiate policies to invest in the development of their skills through training.
These programmes help in reducing the skill gaps for new employees.
Training helps the employees to adjust to rapidly changing job requirement
and it builds satisfaction and trust.
• Effective orientation: It helps the nursing personnel to understand the
work environment and organization. It also helps in producing good
working relationships and to adjust with new environment.

21. • Job satisfaction: Lower job satisfaction translates into higher
resignation rate with resulting loss of valuable competent nurses. If they
are satisfied, they will become loyal and retain for longer time.
• Creating trust: The most effective way of building trust in the workplace
is to work together through team work, honesty and fairness. It will form
the foundation for effective communication and motivation.

22. • Empower each nursing personnel: It is essential to empower each
employee in the organization irrespective of her position in the hierarchy
to create a sense of belongingness in each member. Each staff will
enjoy autonomy while doing the job and ensure accountability.
• Built relations with subordinates: Develop healthy relationship with
subordinates and create a family like feeling within the organization. Try
to motivate them by providing good facilities for work, value their ideas
and recognize their work.

23. • Recognize employees: Prioritize the recognition of each personnel
and help them to retain.
• Stress management: In order to retain the nursing personnel, focus
should be there that should not be dissatisfied. Attention should be
given on innovation. Special career needs, determining their other
needs and help them.

24. • PLACEMENT
• Placement may be defined as ‘the determination of the job to which
an accepted candidate is to be assigned’ and his assignment to that
job. A proper placement of workers reduces employee turnover,
absenteeism and accident rates and improves morale

25. • EFFECTIVE PLACEMENT: Placement can be made effective in the following ways:
• Job rotation: This enables an employee to satisfy his aptitude for challenging work.
• Team work: This allows the employee to use their skills, knowledge etc thereby
minimizing the problems in placement.
• Training and development: Continuous training and development programmes help
employees acquire new skills and knowledge.
• Job enrichment: This gives the opportunity of utilizing the varied skills of the
employees and minimizing problems in management.
• Empowerment: Empowering employees makes the employer exploit their
potentialities and most effectively make use of them.

26. PROMOTION
• Promotion comes from the Latin word Promover meaning to move
forward. A promotion is the transfer of an employee to a job which pays
more money or one that carries some preferred status.”
Scott and Clothier’
• Promotion is an advancement of an employee to a better job better in
terms of greater responsibility, more prestige and status, great skill and
specialty increased rate of pay or salary.
Pigers and Mayers

27. PURPOSE
• To motivate employee to higher position.
• To attract and retain the competent and cream employee.
• To recognizing and reward deserving and competent employee.
• To increase the effectiveness and efficiency of capable employee and
organization.
• To fill higher vacancies within organization
• To build morale and belongingness among the employees.
• To provide opportunities to the employees to grow within organization.

28. BASIS OF PROMOTION
• Seniority: It means promotion of an employee to a higher position on the
basis of length of service. Seniority as a basis of promotion provides an
objective criterion and prevents arbitrary selection or favoritism. It
develops a sense of loyalty to the organization, reduces employee
turnover and minimizes disputes on promotion. However it does not
provide no incentive for improved performance thus it tends to demoralize
competent persons leading to higher turnover and mobility.

29. • Merit system: It is just the opposite to the principles of seniority. It provides
due incentives to the employees for continues development in work
performance. This adds positively to overall organizational effectiveness and
success. The limitation of this policy is that it is difficult to assess the merit
objectively and leaves a wide scope for favoritism.
• Seniority cum merit system: This is the most widely used basis of
promotion. This system combines both seniority and merit system for
promotion process.

30. CREDENTIALING
• Credential is an attestation of qualification, competence, or authority issued to an
individual by a third party with a relevant or assumed competence to do so.
• Examples: Academic diplomas, academic degrees, certifications, security
clearances, identification documents, badges, passwords, user names, keys,
powers of attorney, and so on.

31. • Sometimes publications, such as scientific papers or books, may be
viewed as similar to credentials by some people, especially if the
publication was peer reviewed or made in a well known journal or
reputable publisher.
• A person holding a credential is usually given documentation or secret
knowledge (e.g., a password or key) as proof of the credential. Sometimes
this proof (or a copy of it) is held by a third, trusted party.

32. • . While in some cases a credential may be as simple as a paper
membership card, in other cases, such as diplomacy, it may involve
presentation of letters directly from the issuer of the credential detailing its
faith in the person representing them in a negotiation or meeting.
• Purpose:
• To prevent a problem before it happens
• Credentialing shows that an individual or company performing a service is
qualifies to do so. E.g a doctor must have certain credentials to prescribe a
medicine.

33. SUMMARY

34. BIBLIOGRAPHY
1. DEEPAK.K, SARATH CHANDRAN,C, MITHUN KUMAR.BP, A
comprehensive text book on nursing management, page 190-
204
2.