The HSE (Health Service Executive) is an Irish organization that specializes in offering personal social and health services to all people residing in Ireland using funds of the public. The 2004 Health Act established the HSE, while it commenced its official activities in January 2005. It replaced the 10 Health Boards of the region, including the Eastern Regional Health Authority and several other distinct organizations as well as agencies. Within the government, the Minister for Health oversees the operations of the HSE. The HSE serves as the biggest employer across Ireland, while it employs more than 67,000 workforces directly and an additional 40,000 care organizations. The yearly budget of HSE is more than 13 billion Euros, which exceeds any other amount that public sector institutions earn. The HSE has more than 100,000 individuals who are responsible for delivering Irish’s public health services. The HSE administers its services via a structure created to ensure that the organization directs its emphasis on the case of the patients as well as clients. Regarding the Code of Governance that the organization followed, it targets offering an overview of the policies, principles, guidelines, and procedures that direct and regulate the functions it undertakes in line with administering its business. It focuses on offering guidance to the leadership team, the Directorate, and other parties that operate within the organization in line with the agencies that the HSE funds. This process ensures that the organizations undertake their activities while making sure to deploy high accountability, propriety, and integrity standards (HSE a, 2018) . For this paper, it discusses the aspects of people management though the recruitment and selection process that the HSE adopts.
Applications’ Submission
The organization requires that all individuals apply online via the PAC website (www.pac.ie). The HSE must receive applications by the set deadline together with other supplementary documents and supplementary forms. Any applications that the organization receives past the set deadline are rejected. In addition, the candidates need to make sure that they submit the supporting documents and supplementary forms to the PAC in sufficient time to ensure they arrive in due date (HSE b, 2018) . However, acknowledgement of application forms from individuals anticipating to serve as candidates, or those invited to attend any selection process or interview does not mean that the applicant portrays the needed qualifications.
Delegate your assignment to our experts and they will do the rest.
Expectations from Organization
HSE’s Recruitment Service aim aims at offering the candidates with confidential service, which is professional considerate and courteous, as well as friendly and helpful. The organization strives when it comes to operating an efficient and prompt service, which comprises of several things. Firstly, the organization ensures that it avails sufficient details concerning vacancies and the selection and recruitment processed. Secondly, it focuses on making sure to realize timely acknowledgment in line with responding to queries. Thirdly, it ensures that adequate notice prevails for all appointments. Fourthly, it offers clear, meaningful, and specific feedback upon request by candidates in line with availing detailed results regarding the interview for all candidates (HSE b, 2018) . Lastly, it offers specific requirements in the event of candidates having disabilities.
Organization’s Expectations from Candidates
The satisfaction of the candidates with the services that HSE offers is vital to the organization. To fulfill the organization’s requirements to the candidates, it requires several things from the candidates. It needs that that candidates cooperate with the organization during the entire recruitment and selection process. The candidates need to offer the organization accurate and complete information in set timeframes. They also need to keep all the confirmed appointments. The candidates need to notify the organization of their inability in for attending with a sufficient timescale. It also needs candidates having disabilities inform the organization regarding any key interview requirements (HSE b, 2018) . As the organization appreciates the feedback on the services that it offers, it also encourages the applicants to comment on their expertise during the recruitment process.
Candidate Details’ Change
In the event that the candidates feel the need for changing their address after submitting their form of application, they should ensure to notify the organization via the email ‘recruitment.phnsponsorship@hse.ie’ while at the same time quoting their PAC number.
Expenses
The organization advises the candidates that they should take care of the expenses that they incur during the entire process of applying for employment with the HSE.
Confidentiality
HSE advices the applicants that it will treat their applications while exercising stringent confidence while following the 1997 Freedom of Information’s provisions, the 1998 & 2003 Data Protection Act, and the 2004 Public Services Management Act in line with additional applications, which published documentation identifies (HSE b, 2018) .
Garda/Police Clearance
The HSE ensures to undertake a Garda clearance for all appointees. The appointees will not be offered the task until the completion of the Garda Clearance initiative, while making sure that the HSE certifies that the appointment did not expose service users, clients, and employees to any risks (HSE b, 2018) .
Candidates Obligations in Completing the Garda vetting Form
The organization requires that candidates fill a comprehensive Standard Declaration, which leads their application form to be perceived as authentic. The candidates applying via the online process as well as via email will need to signs the Standard Declaration form personally during the interview process. The applicants considered for the appointment process will need to make sure that they complete the official Garda Vetting Form. The form requires them to ensure that they include any information related to any convictions that they have ever received (HSE b, 2018) . For this form of disclosure, it needs to make sure that it includes offenses attributed to driving offences, failure to pay TV license, as well offences related to public order together with community service and probation application.
Repercussions for Misleading Information
In the event of the HSE, it reviews the Garda Siochana in the event of individuals that submit, omit, or offer misleading or false information that links to their position at the organization or even in the case of the Garda vetting Form, as the 2004 Public Service Management Act Provides (HSE b, 2018) .
Screening Process
The HSE screens all applications for eligibility while utilizing the vital experience, qualifications, and skills that the Job Specification outlines (HSE b, 2018) . The applicants having the needed criteria are directed to the next selection process phase.
Shortlisting
The organization shortlists the candidates for interview based on the information that they supplied at the application form. The shortlisting criteria revolve around the post’s requirements, skills, duties, knowledge sections, and competencies attributed to job specification and the information that the candidates availed on the application form (HSE b, 2018) . As such, it becomes increasingly essential for the candidates to think of their experience based on the requirements that they avail, while making sure that the details of qualifications that they provide are accurate.
Assessment and Preliminary Interviews
The process of selection might comprise of extra evaluations, preliminary interviews, and tests. The applicants receive notification of the extra stages when required.
Panel Creation
The organization creates a successful applicants panel based on interview results. The applicants who acquire a place at the panel as well as those fulfilling the selection process requirements might be considered for additional approved vacancies (HSE b, 2018) . The candidates obtaining the first place for a position are offered preference as well as satisfactory preferences based on merit.
Interviews
The organization allows three individuals to undertake the interview process, while the board comprises of management specialists and subject experts. The interview board awards credit to candidates portraying that they have the needed competencies, skills, and experience that the Job Specification lists as well as how the candidates state in the form of application (HSE b, 2018) . The interview board is responsible for maintaining the required record of the interview process to assist in supporting any resultant recommendations.
Interview Notification and Non-Attendance during Interview
The candidates receive a more than two-week interview notice. The time duration reduces in exceptional situations (HSE b, 2018) . Candidates failing to come for interview or for a vital test are regarded as having withdrawn from the application, while they will not be able to make any consideration claims.
Interview Results
Candidates receive interview result notification at the earliest probable time once they complete their interview. The interview recommendation board usually serves as just one of the requirements during the interview process (HSE b, 2018) . The process of selection keeps going after the interview ends, while it comprises of clearance checks as well as document validation, while it comprises of the following
Employment Offer
It is essential to note that an employment offer is not made or should be perceived as having been made until the provision of HSE offer via employment contract. The individual is not offered a position until the return of the signed contract and return to the issuing office. The candidates need to state the Graduate/Post-Graduate course when needed (HSE b, 2018) . Additionally, the HSE is responsible for withdrawing a sponsorship offer in the event that the appointees are incapable of meeting the timeframe.
Qualifications and Experience Validation
Any credit offered to a candidate during the interview process via qualification and experience and training is provincial while it needs verification (HSE b, 2018) . The board responsible for verifying the interview is required to revise the claimed qualifications, experience, or training that lacks evidence.
Pre-Employment Health Evaluation
The candidates need to undergoing medical evaluations or completing forms that give evidence concerning the state of their health (HSE b, 2018) . The Occupational health Service at the HSE is responsible for reviewing the declaration or examinations results.
References
For the HSE, it reserves rights for seeking verbal and written references for present and prior employers, educational background, as well as other institutions affiliated with the candidate (HSE b, 2018) . Additionally, the HSE is responsible for assessing the appropriateness, merit, and the relevance of the referees and references
Persons Reporting Child Abuse Act Protection
The Protection of Persons Reporting Child Abuse Act 1998 designates various post categories at the HSE. The individuals selected in certain posts shall make sure to undertake the duties assigned by a designated officer for the entire appointment duration (HSE b, 2018) . The persons chosen for those kinds of categories will be offered information concerning the duties that they need to pursue under the Act.
Code of Practice and Review Procedures
Based on the recruitment as well as the selection process, the candidates need to ensure to follow a Code of Practice and review procedures. Selection of services within the organization is subject to the Code of Practice that the CPSA (Commission for Public Service Appointments) publish. Individuals can find the code at www.cpsa-online.ie. The code avails principles of merit, equity, probity, as well as fairness. The Code of Practice gives details concerning the duties that the candidates need to perform, facilitates feedback on issues attributed to requested application, and outlines processes that need following based on review requests, recruitment as well as selection processes (HSE b, 2018) . Extra information on the review processes by the HSE prevails in every document related the existing vacancy.
Data Protection Act
After the receipt of the application form, the HSE develop s a computer record in the name of the applicant comprising of significant amount of personal information that the candidates provide. The organization utilizes the information just for processing candidature. The information that HSE holds on computer follows the obligations and rights that the Data Protection Act 1998 and 2003 sets out (HSE b, 2018) . The organization also extracts certain information items from computer records facilitates statistical purposes.
References
HSE a. (2018). Who we are, what we do. Retrieved from https://www.hse.ie/eng/about/
HSE b. (2018). Recruitment and selection procedures. Retrieved from https://www.hse.ie/eng/staff/jobs/recruitment-process/
