Improving recruitment process for nurses, professions supplementary to medicine and paramedical staff

Authors

  • Pamila Sadeeka Adikari Ministry of Health and Indigenous Medical Services, Sri Lanka
  • Dileep De Silva Ministry of Health and Indigenous Medical Services, Sri Lanka
  • Sunil De Alwis Ministry of Health and Indigenous Medical Services, Sri Lanka
  • KYPK Weerasekara Ministry of Health and Indigenous Medical Services, Sri Lanka
  • Parmelalagapillai Karthikeyan Ministry of Health and Indigenous Medical Services, Sri Lanka
  • HHDAU Hettiarachchi Ministry of Health and Indigenous Medical Services, Sri Lanka
  • Kapuge Ranjith Kumara Ministry of Health and Indigenous Medical Services, Sri Lanka
  • HW Sunil Shantha Ministry of Health and Indigenous Medical Services, Sri Lanka

DOI:

https://doi.org/10.31101/jhtam.1506

Keywords:

Human resources for health, Recruitment, Service improvement, Human resource management, Computer-based system,

Abstract

The recruitment process of nurses, professions supplementary to medicine and paramedical staffs had been a lengthy and labourers work for the Ministry of Health and Indigenous Medical Services (MoHIMS) of Sri Lanka. The process affected the regular recruitment of mentioned staff categories. Flaws in this system contributed negatively to the country's shortage of human resources for health (HRH) as well as efforts to improve the healthcare service delivery. The aim of the study was to identify the gaps in the traditional paper-based recruitment system of the MoHIMS and to design a suitable intervention to improve the process and to assess the improvements brought about by the intervention. A service improvement project with full participation of stakeholders was planned by the Human Resource Coordination Division (HRCoD) of the MoHIMS. Qualitative methods were used to identify the gaps in the existing recruitment system and to gather the ideas for improvement. A computer based online recruitment system was implemented with the collaboration of the Department of Computer Science Engineering, Faculty of Engineering, University of Moratuwa. The perceived satisfaction of the stakeholders was reassessed by qualitative methods. Long lag between advertising and recruitment for training was revealed. Deficiencies such as, lack of transparency, negatively affected routine office processes, inability to validate examination results during application process and frustrated applicants leaving the training programs due to lengthy selection processes were also among the main gaps identified. The implemented online recruitment system was recognised by the stakeholders for its improved timeliness, transparency and minimal interference to the routine office functions. Service improvement projects to be successful, should be implemented with full stakeholder participation. Computer based online recruitment systems can be successfully implemented in public sector recruitments to improve the efficiency and transparency

Author Biography

Pamila Sadeeka Adikari, Ministry of Health and Indigenous Medical Services

Senior Registrar, Human Resource Coordination Division

References

Adikari, P., & Dalpatadu, S. (2020). A Research Project to Improve Human Resource Record Management System of Nurses In A Teaching Hospital, Sri Lanka. Jurnal Manajemen, 11(1), 18. https://doi.org/10.32832/jm-uika.v11i1.2911

Armstrong, M. (2012). Armstrong’s handbook of human resource management practice (12. ed). Kogan Page.

Bock, L. (2015). Work rules! Insights from inside Google that will transform how you live and lead. Murray.

Borstorff, P. C., Marker, M. B., & Bennett, D. S. (2007). Online recruitment attitudes and behaviors of job seekers. Journal of Strategic E-Commerce, 5(1–2), 1+. Gale Academic OneFile.

Candidate Manager. (2019). Online Recruitment System. Candidate Manager - ATS. https://www.candidatemanager.net/online-recruitment-system/

De Silva, A. P., Liyanage, I. K., De Silva, S. T. G., Jayawardana, M. B., Liyanage, C. K., & Karunathilake, I. M. (2013). Migration of Sri Lankan medical specialists. Human Resources for Health, 11(1), 21. https://doi.org/10.1186/1478-4491-11-21

de Silva, A., Ranasinghe, T., & Abeykoon, P. (2016). Universal health coverage and the health Sustainable Development Goal: Achievements and challenges for Sri Lanka. WHO South-East Asia Journal of Public Health, 5(2), 82. https://doi.org/10.4103/2224-3151.206257

De Silva, D. (2019). An update on the human resources of Ministry of Health, Nutrition & Indigenous Medicine, Sri Lanka. Journal of the College of Community Physicians of Sri Lanka, 24(4), 170. https://doi.org/10.4038/jccpsl.v24i4.8170

Jayasekara, R. S., & Schultz, T. (2007). Health status, trends, and issues in Sri Lanka. Nursing & Health Sciences, 9(3), 228–233. https://doi.org/10.1111/j.1442-2018.2007.00328.x

Langefors, B. (1978). Analysis of user needs. Conference of the European Cooperation in Informatics, 1–38.

Marsden-Huggins, S. (2014). Contact us via LiveChat! https://secure.livechatinc.com/

Medical Statistics Unit, Ministry of Health. (2018). Annual Health Bulletin Sri Lanka 2017.

Medical Statistics Unit, Ministry of Health, Nutrition and Indigenous Medicine. (2017). Annual Health Bulletin 2016. http://www.health.gov.lk/moh_final/english/public/elfinder/files/publications/AHB/2017/AHB_2016.pdf

Perera, A., & Perera, H. S. R. (2017). Primary Healthcare Systems (PRIMASYS)- case study from Sri Lanka. World Health Organization. https://www.who.int/alliance-hpsr/projects/alliancehpsr_srilankaprimasys.pdf?ua=1,%20pg%2015

Phillpott, S. (2019). The Advantages and Disadvantages of Online Recruitment. CareerAddict. https://www.careeraddict.com/advantages-and-disadvantages-of-online-recruitment

Sylva, H., & Mol, S. T. (2009). E-Recruitment: A study into applicant perceptions of an online application system. International Journal of Selection and Assessment, 17(3), 311–323. https://doi.org/10.1111/j.1468-2389.2009.00473.x.

Downloads

Published

2020-11-20

How to Cite

Adikari, P. S., Silva, D. D., Alwis, S. D., Weerasekara, K., Karthikeyan, P., Hettiarachchi, H., … Shantha, H. S. (2020). Improving recruitment process for nurses, professions supplementary to medicine and paramedical staff. Journal of Health Technology Assessment in Midwifery, 3(2), 94–98. https://doi.org/10.31101/jhtam.1506

Issue

Vol. 3 No. 2 (2020): November

Section

Articles

Citation Check

License

Authors who publish with Journal of Health Technology Assessment in Midwifery agree to the following terms:

  1. Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License (CC BY-SA 4.0) that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this journal.
  2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the journal's published version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial publication in this journal.
  3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work.

Lisensi Creative Commons
Journal of Health Technology Assessment in Midwifery is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License..

Similar Articles

<< < 2 3 4 5 6 7 8 > >> 

You may also start an advanced similarity search for this article.