In order to address productivity and performance, proper recruitment, selection and productivity criteria are needed. These criteria include HR planning, recruitment methods, selection methods, productivity analysis (United Nations, 2013).

HR Planning (RWBT, 2021; United Nations, 2013)
  1. Need requirement and job analysis.
    • Determining whether a vacancy exists: when an employee leaves, there may be alternative ways of filling the gap (reorganisation, reassignment of tasks or automation);
    • Analysis of the particular job: observation of the person doing the job, getting job-holders to record their activities, interviewing the job-holder;
  2. Job descriptions and person specifications
    • Job description outlines tasks and duties: title, location, main purpose, responsibilities, working conditions, key result areas;
    • Person specifications identify the personal attributes (competencies) required of the job-holder: skills, knowledge, personality attributes, qualifications and experience. These can be divided into "essential" and "desirable (RWBT, 2021);
  3. Competency frameworks
    • Refers to the work-related personal attributes, knowledge, experience, skills and values that a person draws on to perform their job well;
    • Such competencies include communication, results orientation, planning and organising, problem-solving and teamwork;
Recruitment methods (United Nations, 2013)

Internal sources

  • Intranet
  • Team meetings
  • Noticeboards

External sources

  • Vacancies information (own website)
  • Recruitment agencies
  • Advertisements (newspaper, specialist website, radio, TV)
  • Employee referral schemes
  • Links with schools/ universities
  • Apprenticeships, internships
Selection methods (United Nations, 2013)

The classic trio

  1. Application form
  2. Interview
  3. References

Apart from the selection methods exposed above, a paid probation period is recommended to assess the working compatibility of the employee and to assess if the employee meets the employer's required standard (Venter, 2017).

Productivity analysis

Reaching service delivery goals depends on health workers who are supported to be as productive as possible and perform up to standard. There are several toolkits to assess and improve productivity, among which: Health Workforce Productivity Analysis and Improvement Toolkit. This tool is used to increase the overall productivity of the organisation in which was implemented and the satisfaction of the employees. A good example of using the tool is provided by the Christian Health Association of Malawi, which used the toolkit to identify solutions to improve staff attitudes, facility infrastructure, and lodging and institutionalise quality assurance methods to meet health needs (Jaskiewicz & Deussom, 2015).

Last modified: Monday, 7 November 2022, 4:47 AM