What makes healthcare unique

. What makes healthcare unique? 2. This can be helpful thoughts to keep a look out for Identify the role of healthcare professionals in the human resource management function of healthcare organizations. Define the elements of a profession, with the understanding of the theoretical underpinnings of the healthcare profession in particular. Describe the healthcare professions and the required educational levels, scopes of practice and licensure issues for each. Relate knowledge of the healthcare professions to selected human resources management issues and systems development.Explain the changing nature of the existing and emerging healthcare professions in the healthcare workforce, particularly the impact on managed care. lecture notes A major role of HR is recruitment. In most instances, HR does not do the actual hiring, pe se. HR’s role is to find qualified candidates by recruiting, screening and interviewing prospective candidates against a specific set of criteria or job specifications. The goal is to provide the best qualified candidates for the hiring manager to select from. The range of healthcare positions range from administrative, to technical to professional and managerial. An important first step is to work with managers to develop position descri​‌‍‍‍‌‍‍‌‍‌‌‍‍‍‌‍‌‌‌‍​ptions for each and every position within the organization (more on this in a later lecture). These are not only used for training and performance review, but also provide HR with the specific requirements of experience, skills and other qualifications, such as certifications, licenses and etc. when conducting a recruitment. Without doubt, the most important actions are validating and verifying a candidate’s qualifications and, where appropriate, credentialing and completing thorough reference checks to ensure that a candidate hasn’t falsified or omitted information from both their credentialing and their prior work experience. While most people and, particularly government agencies will require that objective criteria be used to interview and validate a candidate’s qualifications, there is one intangible that is seldom discussed and is very relevant – the ‘fit’ to the organization. Every organization has its own ‘personality’ which is heavily influenced by the management style of senior officials, particularly the President or Chief Executive Officer (CEO). One could cite numerous instances where a candidate was perfectly qualified and yet, within a few months there was friction between the individual and others in the organization. This is often attributed to different management styles and personalities. Some organization are very rigid and formal, while others tend to be more informal, relaxed and try to maintain something similar to a ‘family atmosphere’. It is important, when recruiting to consider that intangible as to whether the individual would ‘be a goo​‌‍‍‍‌‍‍‌‍‌‌‍‍‍‌‍‌‌‌‍​d fit’ in the organization.