Theoretical Basis for Human Resource Recruitment in Hospitals.

- Data collection: By creating evaluation form content, surveying hospital staff and building questionnaires to survey managers and staff working in the human resources department.

The implementation is as follows:

+ Step 1: Design the content of the evaluation form, survey the opinions of hospital staff in departments, rooms, and units.

+ Step 2: Starting from August 1, 2020, print and send survey forms to departments, offices, and units with new employees recruited in 2020.

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+ Step 3: Synthesize the survey forms of hospital staff sent for survey, start synthesizing and processing data according to the original purpose.

5.2. Methods of data analysis and synthesis

Based on the data collected from research documents and questionnaires, the evaluation polls issued and received will be statistically analyzed on Excel software, calculating the percentage of each evaluation opinion for the criteria stated from the collected data, from which there will be analysis and evaluation using specific methods such as:

(i) Comparison: Total number of newly recruited human resources compared to total human resources needed to be recruited according to plan; number of human resources working after probationary period, number of human resources satisfied with the hospital's human resource recruitment method... by percentage, difference increase or decrease... thereby assessing the quality of each step in human resource recruitment at Thu Cuc International General Hospital in the period of 2018 - 2020.

(ii) Using diagrams and forms: To describe and evaluate fluctuations in human resources, labor structure, costs... during the process of recruiting human resources at Thu Cuc International General Hospital in the period of 2018 - 2020.

6. Structure of the topic

The main content of the topic is structured into 3 chapters as follows:

Chapter 1: Theoretical basis of human resource recruitment in hospitals.

Chapter 2: Current status of human resource recruitment at Thu Cuc International General Hospital.

Chapter 3: Main solutions to improve human resources at Thu Cuc International General Hospital.

CHAPTER 1

THEORETICAL BASIS OF HUMAN RESOURCE RECRUITMENT IN HOSPITALS

1.1. Some basic concepts

1.1.1. Human resources

Human resources is a category that refers to the workers of an organization, business sector or economy. Today there are many different approaches to human resources in organizations:

According to Nguyen Tiep (2005), " Human resources include the entire population with the ability to work". This concept emphasizes the ability to work or the strength of each person, this strength makes people able to work. In each person, strength will increasingly develop along with their own development, to a certain extent, when people are qualified to participate in the labor process, they are called people with labor capacity.

According to Tran Xuan Cau and Mai Quoc Chanh (2008), "Human resources are a category used to indicate the potential strength of the population, the ability to mobilize participation in the process of creating material and spiritual wealth for society in the present as well as in the future. That strength and ability are demonstrated through the quantity, quality and structure of the population, especially the quantity and quality of people who are qualified to participate in social production" . This concept shows that human resources are considered a source of capital, a valuable resource of society. If the organization knows how to exploit it reasonably and use it effectively, this will be a favorable condition for the organization to develop sustainably, increasing its competitiveness in the present and the future.

According to Mai Thanh Lan - Nguyen Thi Minh Nhan (2016): "Human resources in an organization are understood as all those working in the organization who are paid, exploited and used effectively to achieve the organization's goals" . The above approach can be seen in an organization, the collective of workers participating in the production and business activities, used, managed and paid by the organization are called the human resources of that organization. This collective of workers includes all people

Working with different resources, supporting each other through relationships to build the organization's resources. The strength of each individual creates the strength of the collective to achieve the common goals of the organization, on that basis, achieving the individual goals of each member.

Within the scope of the thesis, the author approaches the concept of human resources as follows: Human resources in an organization include the resources of all members of that organization, formed on the basis of individuals taking on different roles and responsibilities, linked together according to certain regulations to achieve the common goals of the organization.

Human resources are different from other resources in that they are created by humans. Each person's resources include physical strength and intelligence. Physical strength is the health of the human body, intelligence is intellectual capacity, both of which are influenced by many different factors. Each person's ability is limitless, if used and exploited effectively, it will bring a result that is more than expected. In many cases, human intelligence can determine the use of their physical strength in the work process. In other words, human resources are an important and potential resource, and human resources should be considered as capital that needs to be cared for, invested in and exploited effectively.

1.1.2. Human resources in the hospital

According to the World Health Report 2006 of the World Health Organization: “Health workforce are all those engaged in activities whose primary purpose is to promote health” . Health workforce is identified as one of the main pillars of a health system. They include physicians, nurses, midwives, dentists, pharmacists, other health workers, community health workers, social health workers and other health care providers, as well as health support and management staff – those who do not provide direct health services, but are essential for the effective functioning of the health system, including health service managers, health records and health information technicians, health economists, health supply chain managers, medical secretaries and others.

According to Resolution No. 46-NQ/TW dated February 23, 2005 of the Politburo, it is stated that: “Medical profession is a special profession, which needs to be selected, trained, used and treated specially. Each cadre and medical staff must constantly improve their professional ethics and professional capacity, worthy of the trust and respect of society, and follow the teaching of President Ho Chi Minh: “A good doctor must also be a good mother”. This shows that the human resources working in medical facilities are a special human resource because it is directly related to the health of each person, affecting the overall development of society. This human resource needs to be trained, used and treated specially.

According to the definition of the Ministry of Health: "Healthcare workers are all current employees working in medical facilities (including public and private, including payroll and contract)".

From the above comments, it can be seen that: Human resources in the hospital include all those currently working in the hospital. This human resource team is divided into two blocks, the professional block and the functional block. Each individual worker holds different positions, roles and responsibilities but they are mutually related, serving the common goal of the hospital which is to improve people's health.

More specifically, the professional block includes doctors, nurses, technicians, midwives, pharmacists, etc. who directly perform the task of examining and taking care of people's health. This is a team of qualified professionals, with specific regulations set by the Ministry of Health and in order to practice, workers must comply with those regulations. The functional block includes engineers of medical equipment, maintenance, health insurance, accounting, human resources organization, lawyers, services, etc. These people are responsible for performing the remaining activities to help the hospital operate such as maintaining medical equipment, rooms, recruiting, taking care of human resources, ensuring benefits for workers, solving service issues for customers, patients, etc.

1.1.3. Hospital staff recruitment

The concept of human resource recruitment can be presented in many different ways depending on the approach of each author:

According to Nguyen Thanh Hoi (2010): "Recruitment is the process of searching and selecting the right people to satisfy labor needs and supplement the existing workforce".

According to Nguyen Ngoc Quan, Nguyen Van Diem (2007): "Human resource recruitment is the process of searching, attracting and selecting from different sources employees who are capable of taking on the positions that need to be recruited".

According to Mai Thanh Lan (2014), human resource recruitment can be understood as follows: "Human resource recruitment is the process of searching, attracting and selecting human resources to satisfy the needs of use and supplement the necessary labor force to achieve the organization's goals."

In fact, for each organization, the quality of human resources is one of the important factors determining success, affirming competitiveness in the process of operating in the market. Hospitals are places where human resources converge with the task of providing health care for people, this activity directly affects the lives of each person as well as society, so the quality of resources is increasingly important. In order to have a quality workforce that meets professional standards and serves the common goals of the hospital, it is necessary to do a good job of recruiting human resources.

Hospital recruitment is defined as the process of attracting, searching and selecting to increase the necessary human resources, meeting the operational needs in each stage to achieve the common goals of the hospital.

This shows that, basically, human resource recruitment in hospitals is similar to human resource recruitment in other organizations, in which human resource recruitment and human resource selection are two basic activities.

Recruitment is responsible for attracting candidates to the hospital so that the recruitment department can select and screen qualified candidates to work, making up for the shortage of human resources. Attracting human resources depends on many different factors such as the reputation that the hospital itself has built for candidates during its operation, advertising, announcements/posting of recruitment information, the ability of the recruitment team to find candidates, etc.

Human resource selection is the process of evaluating candidates according to different standards and aspects, based on the requirements of the job among the people the hospital attracts through the recruitment process. The recruitment process needs to carefully identify the skills, knowledge and personal characteristics necessary for the current needs and future goals of the hospital.

Recruitment methods and forms can be applied in many different forms depending on the hospital's operating model, needs and different times. However, regardless of the form or method, recruitment must meet the following requirements:

Firstly , before recruiting human resources, it is necessary to clearly understand the development orientation, strategy, policy and financial capacity of the hospital to build a human resource recruitment plan. The human resource recruitment plan will help the implementation activities achieve the right progress and the right goals.

Second , in addition to being based on actual conditions and needs, human resource recruitment must also be based on the professional capacity of each candidate in each field. For each professional position, the scope of activities according to the licensed practice certificate must correspond to the position and job requirements, ensuring compliance with the standards prescribed by the Ministry of Health.

Third , the nature of the work of the hospital staff has its own characteristics. In addition to the requirements of technical expertise, it also requires carefulness, meticulousness, responsibility, medical ethics and professional obligations, etc. Therefore, the recruitment results must select people who meet the requirements and standards of each position such as knowledge, skills, experience, etc. and especially can work with high productivity and pressure.

1.2. Characteristics of human resources in hospitals

1.2.1. Job characteristics

Human resources in hospitals are a part of the health sector, an extremely important component in providing health services, aiming to care for and improve the health of each individual to achieve the goal of sustainable development.

sustainability of the whole society. With the specific nature of the profession, the work of human resources in the hospital has the following basic characteristics:

Firstly , the job requires highly qualified and solid human resources.

Nowadays, scientific understanding of diseases, treatment solutions and patient care advances every day, if doctors do not update their knowledge, they will not be able to meet the demand. Lifelong learning is not only the duty of medical practitioners but also the survival solution of the medical industry. Moreover, medicine is a special profession, the duty of doctors is closely linked to the health and life of people. Continuously updating new knowledge and techniques, minimizing professional errors is a mandatory duty of medical staff.

Second , there are jobs that machines and equipment cannot replace humans.

Nowadays, artificial intelligence is being applied more and more in different fields and has achieved certain results. However, artificial intelligence cannot replace doctors. In the future, in simple health consultation cases, patients will have more responsibility for their own health care, but will never achieve quality care without empathy. On the other hand, for the disease side, it is the same, but for each person with a constantly changing lifestyle, not every case will be the same, this requires analysis and assessment by doctors. In other words, no matter how modern the equipment is, it is difficult to completely replace doctors because people need the doctor's hand, asking about their thoughts and wishes, from which they cannot make more accurate assessments and diagnoses.

Third, the job is stressful.

Besides the pressure from internal issues like other organizations such as colleague relationships, pressure on targets, quality, etc., health workers also have to face pressures such as:

(i) Attitude, behavior, and conduct of patients/patients’ relatives: When dealing with situations in any healthcare environment, there is always pressure on healthcare workers to perform their jobs effectively. While there are many factors that affect the work they are doing, rudeness and attitude

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