LIST OF TABLES
Table 2.1. Results of medical examination and treatment, Inpatient - Outpatient 44
Table 2.2. Human resources by working time at Thu Cuc International General Hospital 45
Table 2.3. Statistics on working age of Doctors at Thu Cuc International General Hospital 47
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Table 2.4. Statistics on working age of Pharmacists, Nurses/Medical Staff/Technicians at Thu Cuc International General Hospital 48
Table 2.5. Candidate group statistics and interview format of hospital 53
Table 2.6. Results of human resource recruitment at Thu Cuc International General Hospital in the period of 2018-2020 56
Table 2.7. Recruitment plan for Obstetrics and Gynecology staff - Thu Cuc International General Hospital 58
Table 2.8. Opinions on the satisfaction level of stakeholders with the recruitment policy of hospital 51
Table 2.9. Media posting recruitment information of Thu Cuc International General Hospital 65
Table 2.10. Opinions on the application collection form of Thu Cuc International General Hospital 66
Table 2.11. Opinions on the organization of interviews at the hospital 70
Table 2.12. Feelings about orientation and integration training session 70
Table 2.13. Monitoring and evaluation table of human resource recruitment of the Testing Unit of Thu Cuc International General Hospital 71
Table 2.14. Survey on job satisfaction of new employees 72
Table 3.1. Target number of human resources for departments, offices, and units in 2021 - 2025 of Thu Cuc International General Hospital 85
Table 3.2. Suggested interview content for candidates for the position of Internal Medicine Nurse 94
LIST OF FIGURES
Figure 1.1. Sample practice certificate of Hanoi Department of Health 16
Figure 1.2. Human resource selection process 26
Figure 2.1. Organizational structure of Thu Cuc International General Hospital 42
Figure 2.2. Human resource recruitment process of Thu Cuc International General Hospital 53
Figure 2.3. Sample certificate of practice 50
Figure 2.4. Internal recruitment bulletin of Thu Cuc International General Hospital 63
Figure 2.5. Recruitment news on careerlink.vn 64
Figure 2.6. Opinions on the feelings of stakeholders towards the recruitment announcement of hospital 65
Figure 2.7. Opinions on the recruitment exam form currently applied by Thu Cuc International General Hospital 69
LIST OF BOXES
Box 2.1. Table for tracking and screening candidate profiles for the position of Technician 67
Box 2.2. Invitation letter for the recruitment exam via email for the candidate position of Nurse at Thu Cuc International General Hospital 68
Box 2.3. Notice of orientation and integration training course 55
INTRODUCTION
1. Urgency of the topic
In today's era, human resources play a very important role for each country and are the decisive factor in economic, cultural and social development, affirming the national position in the international arena. For each organization, human resources are an important input factor that determines the success or failure of the organization, and at the same time is the basis for the organization to develop sustainably alongside factors such as finance, facilities, etc. In the trend of globalization and international economic integration that is taking place extremely strongly, the increasingly fierce competitive environment between organizations requires organizations to build for themselves a team of quality human resources, working effectively to promote the organization's strengths to gain competitive advantages in the market.
Thu Cuc International General Hospital is a non-public hospital with the mission of working with the health system, central and provincial hospitals to provide reliable health services to the people, contributing to reducing the public health burden, caring for and protecting the health of the people of the capital and neighboring areas. In order to successfully complete the assigned tasks, improve the quality of medical examination to create prestige, brand, attract customers and patients, contribute to increasing revenue to improve the material and spiritual life of workers, human resource recruitment is considered by hospital leaders to play an important role in operations.
After nearly a decade of construction and development, the hospital's resources always comply with current requirements and regulations on labor regimes and professional standards, ensuring the quantity and quality of service to meet actual needs. However, the hospital has a team of employees who are retired doctors and nurses from prestigious hospitals. These are doctors and nurses with high professional qualifications. In order to create trust and attract customers, these doctors and nurses often work at the hospital for a period of 5-10 years, are only allowed to practice within the scope of professional activities according to regulations and do not participate in
night shift. To overcome this problem, the hospital must add more doctors and nurses of working age to work part-time. On the other hand, the majority of the nursing staff, technicians, and midwives are young workers, this number accounts for the majority but has the need to change jobs frequently. Therefore, the hospital's team of doctors and nurses often changes. In other words, the hospital's human resource recruitment work, in addition to being implemented according to the annual plan, must also be updated according to actual arising needs.
Through the time working at Thu Cuc International General Hospital, realizing the importance of human resources working in the medical field - a specific profession and stemming from the actual needs in the process of operation and implementation of professional tasks, through researching the current status of human resource recruitment activities at Thu Cuc International General Hospital, analyzing to find out the limitations, shortcomings and causes, thereby proposing feasible solutions, the author of the thesis chose the research topic: "Human resource recruitment at Thu Cuc International General Hospital" as a Master's thesis.
2. Overview of the research situation of the topic
In the process of conducting research on human resource recruitment at Thu Cuc International General Hospital, I have read a number of research works on human resource recruitment at the hospital as follows:
(1) Pham Van Dien (2015), "Improving the quality of human resource recruitment at Hai Duong General Hospital", Master's thesis, University of Economics - Vietnam National University, Hanoi. Based on the theory of human resource recruitment, the thesis presents the current status of human resource recruitment at Hai Duong General Hospital, evaluates the results of human resource recruitment at the hospital, points out the causes of the problem and proposes specific solutions for the state and Hai Duong General Hospital to improve the quality of human resource recruitment at the hospital.
(2) Tran Huu Hao (2016), "Human resource recruitment at Hong Ha printing joint stock company", master's thesis, University of Labor and Social Affairs. The thesis puts forward the following
Basic concepts, systems of human resource recruitment in organizations. Proposing 05 solutions to improve human resource recruitment at Hong Ha Printing Joint Stock Company. At the same time, giving suggestions and recommendations so that the solutions are increasingly effective in order to further promote human resource recruitment for the company.
(3) Hoang Anh Toan (2017), “Human resource management at Viet Duc Friendship Hospital”, Master's thesis, Vietnam Academy of Social Sciences. Based on the theory presented, the thesis studies the current status of human resource management at Viet Duc Friendship Hospital, gives a general assessment of the hospital's human resource management, and then proposes specific solutions.
(4) Pham Ba Thang (2017), "Improving human resource recruitment at Dong Lam Dolacera Company Limited", master's thesis, Hai Phong Private University. Based on theoretical issues, the thesis studies the current status of improving human resource recruitment at Dong Lam Dolacera Company Limited, points out the achievements, limitations and causes, thereby proposing measures and recommendations to improve human resource recruitment for the Company.
(5) Hoang Thi Thanh Huyen (2019), "Implementing human resource development policy from practice at Quang Nam Central General Hospital", Master's thesis, Academy of Social Sciences. The thesis provides theoretical basis, implementation status, and solutions to improve human resource development policy from practice at Quang Nam Central General Hospital.
The above research works and documents have scientific value, extensive research, promote creativity, are not duplicated and have solved the following basic problems:
+ Refers to basic theoretical issues on human resource development, human resource management and human resource recruitment in general and human resource issues in hospitals in particular, thereby having an overview of the research subject.
+ On the basis of theory, each thesis studies the current status of human resources activities in the space that each thesis studies, presenting the achievements and limitations that exist in each specific hospital.
+ Based on the current situation, the theses all provide solutions to overcome the existing situations and limitations.
In summary, the above studies and documents have created a theoretical foundation for students when researching the topic "Human resource recruitment at Thu Cuc International General Hospital" . The content of human resource recruitment needs to continue to be researched. Therefore, the research on human resource management in general and human resource recruitment in particular at Thu Cuc International General Hospital is an urgent requirement, showing novelty, not overlapping with previously published works.
3. Research objectives and tasks
The objective of the topic is to propose key solutions to improve human resource recruitment at Thu Cuc International General Hospital.
To achieve the above goal, the research tasks include:
One is the basic theories of human resource recruitment in hospitals.
Second, analyze and evaluate the current status of human resource recruitment at Thu Cuc International General Hospital.
Third , research on development orientation and operating context at Thu Cuc International General Hospital provides additional basis for proposing solutions to improve human resource recruitment at the hospital.
4. Subject and scope of the research topic
- The research object of the topic is human resource recruitment at non-public hospitals.
- Scope of the Thesis
(i) Spatial scope: The practical research was conducted at Thu Cuc International General Hospital, No. 286; 288; 290; 292; 294 Thuy Khue - Buoi - Tay Ho - Hanoi.
(ii) Time scope: Research on the current status of human resource recruitment in 3 years from 2018 to 2020. Proposed solutions are implemented from 2021 to 2023.
(iii) Scope of content: There are many approaches to human resource recruitment in hospitals. In this study, human resource recruitment includes the following contents: Developing a human resource recruitment plan; Human resource recruitment; Human resource selection; Human resource recruitment assessment as the research framework.
5. Research methods
To carry out the research content, on the basis of dialectical materialism and historical materialism, the thesis uses many specific research methods, mainly data collection methods and data analysis methods.
5.1. Data collection method
a. Document research method: To collect primary data reflecting an overview of the situation and results of human resource recruitment of Thu Cuc International General Hospital over the years 2018-2020, specifically:
(i) Audited financial statements, business performance reports and annual development directions: To assess the hospital's business performance during the research period from 2018 - 2020.
(ii) Personnel statistics report, human resource data... including: Number of hospital employees from 2018 - 2020; number of newly recruited employees in 2020; number of employees working after probationary period at the hospital. These documents help assess the current status of the hospital's human resource recruitment process during the research period.
(iii) Secondary data sources from outside are reported data from agencies of the Ministry of Health, Department of Health... and related previous research works to have a basis for research and analysis on the basis of selective inheritance but without duplication.
b. Field survey method : To collect primary data reflecting the perception of human resources on the content of human resource recruitment at Thu Cuc International General Hospital, supplementing vivid practical evidence to serve the research process, providing comments, assessments and proposing the main solutions of the author.