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A Career As A Surgical Assistant

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The Selection Process The process involved with hiring a new employee has many steps. The goal is to find the right employee with the right qualifications for the job. It should be a good fit for the employer and for the employee. The purpose of this paper is investigate the selection process that is used in Henrico Doctors’ Hospital and also identify the expectations of both human resources and the nurse manager in terms of selection. Selection Process The selection process of hiring new employees at HCA starts with the nurse manager. “Selection is the process of choosing the best-qualified applicant who was recruited for a given job” (Lussier & Hendon, (2016). The nurse manager determines the need for an employee. Human Resources (HR) posts …show more content…

It is for a surgical assistant. The right candidate should have the following requirements: High School Graduate, Graduate of an approved CORT program, or RN, or LPN, or Certified Surgical Assistant Program and preferably have Certification in training as a Surgical Assistant or RNFA Certification. Background should consist of a minimum of three years’ operating room scrubbing experience and preferably one year experience as a surgical assistant. (About Our Company. (n.d.). It is important to have personality-job fit because this person will be an important part of the surgical team. The team works together in preparing the patient for surgery. “So you can’t change their personality, but it affects how they work, and as a result, you have to make an attempt to identify their personality types and then put them in positions that will be enhanced by their particular personality traits” (Lussier & Hendon, (2016). Ability-job fit is important also. They must be able to perform the necessary requirements because if they cannot, it risks the patient’s safety. Job Description vs. Expectations “A primary purpose of the job description is to define the role and primary functions and duties for the position” (Kokemuller, (n.d.). The job description forms the expectations needed from the employee. “Expectations typically become goals as managers work with employees to optimize production and performance” (Kokemuller, (n.d.). Employers are able to determine from the expectations if the employee should acquire the job and if they will have success in the position. Selecting the

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Surgical Tech: As a seasoned surgical technician, I provided training to 7 enlisted personnel on all aspects of the department. I work hand on hand with the general surgeon, nurses, and technicians to ensure quality of care is present at all times. I have scrubbed and circulated over 46 demanding surgical cases with zero discrepancies and zero post-operative infections, resulting in 100% customer satisfaction and promoting mission readiness. Supply PO: As the Supply PO for my department, I have been crucial for the sustainment of the hospital’s mission and delivery of quality care. I efficiently and effectively managed an OPTAR of $156,129 in support of day to day operations of the MOR.

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Hello Mr. Johnson, I hope all is well with you and your family. It is Sobhan(Bahman) Panjavi. Currently I am living with my father, Behnam Panjavi, and my mom, Farzan Ezzati, however, this is most likely going to change since my dad is wishing to go back to Iran to follow his carrier as a doctor not as a Clinical Surgical Assistant, which is what he is doing at the moment in Alberta Children’s Hospital. After all, every member of family including me was born and raised in Iran, we moved to Calgary in 2013. If asked what do I most identify myself with, my answer is most likely going to be a, good inquirers as well as a moderately good communicator.

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Nursing can be competitive and without the experience and practice, managers will not want to hire an individual because they have no experience. The article “Supporting Newly Hired Nurses” states “[n]ewly hired nurses struggle with application of new clinical skills and critical thinking skills as well as integrating into unit culture.” Newly graduated nurses have to adapt fast to the nursing environment and what is involved which can be difficult and overwhelming. Newly graduated nurses should find experienced nurses within their work environment so that newly graduated nurses can learn from veteran nurses

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Why you want to be a Medical Assistant? The three main reasons why I want to be a Medical Assistant, is to help my community, help my family in a financial way, and to learn something I’ve never learned it before. Throughout my journey, I had a goal to become an MA in the future. I didn’t even know that being an MA was an easy thing to do.

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I want to become a Medical Assistant because I enjoy helping others, and making them feel better. Medical Assistant is not just a career for me, it’s a goal that I will achieve with much pride and honor, and prove wrong those people who keep telling me that I’m not going to make it. I’m not really good in science, but I’m going to push myself to try hard to achieve my goal. Don’t ever let anyone label you, be your own kind of person and make the “impossible” possible. I know that it’s not going to be easy because of all the things you have to learn and memorize to become a Medical Assistant.

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Becoming an Anesthesia Assistant would allow me to work as a healthcare professional, help people in their time of need, and have an increasingly dynamic career. I know that my attention to detail, creativity, and critical thinking capacity developed over years working in the medical field make me an ideal candidate for the Master’s of Medical Science in Anesthesiologist Assistant program at Emory University. As my life progresses, I have created a desire for a profession that offers a varied assortment of opportunities. I find it gratifying to have a career that is not only rewarding for caring for surgical patients, but also the attraction of a career that is a life long learning process. The attractiveness of a career with different possibilities and education expansion is energizing and motivational.

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1 Introduction In this competitive business environment, recruitment and selection practices play a vital role for the growth of a business. Because skilled manpower is the main factor for a successful business and through proper recruitment and selection practices this manpower is achieved which leads to organizational growth. The process of attracting and finding suitable candidate for the required position is recruitment and selection is the process of appointing or hiring right people (Batt, R. 2002). Recruitment means a positive activity because it invites all candidates to organization whereas selection is a negative activity because it rejects some applicant out of organization.

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EMPLOYEE SELECTION Presented To Prof. Abhilash Namboodiri On August 26, 2014 BY Eldhose P Varghese P14177 PGDM B Table of Contents 1.

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she is a fit applicant for the job. • Medical tests then follow to determine if the candidate is physically sound to join the job. The record of the employee’s health during the time of selection helps in settling the liabilities under the Workmen’s Compensation Act for any claim for injury. Budget Allocation for the Recruitment Process: Approximately 25% of the profit generated is contributed towards the recruitment and selection process for the entire year.

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Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.

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P2) Explain the Strengths and weaknesses of different approaches to Recruitment and Selection Recruitment and Selection Recruitment can be defined as searching for and obtaining a pool of potential candidates with the desired knowledge, skills and experience to allow an organisation to select the most appropriate people to fill job vacancies against defined position descriptions and specifications. (Ref-Green, Paul C. Building Robust Competencies: Linking Human Resource Systems to Organizational Strategies. Jossey-Bass, 1999.) External recruitment brings new blood, new face to the organization.

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