CC BY
11Review article
Staff selection procedure for senior management positions:
literature review
Gulnur Nurbayeva1, Serik Amanov2
1 Chief Specialist of Management Development and Corporate Governance Department of the Center of Management, Republican Center for Health Development, Nur-Sultan, Kazakhstan 2 Head of Management Center, Republican Center for Health Development, Nur-Sultan, Kazakhstan
Abstract
Today, modern management provides the opportunity to use various methods of search and staff selection. In order to make the right decisions and find the correct answers to many questions, it is necessary to study the various criteria and strategic directions of successful organizations in developed countries, as in reforming any management system, it is necessary to analyze the possibility of applying foreign experience regarding the system under consideration. It should be noted that the study of foreign experience on working with senior management staff will undoubtedly be useful for developing Kazakhstan.
The article reviews foreign and domestic literature on the procedure of staff selection for senior positions. Recommendations are proposed to ensure an effective procedure for the search and staff selection for senior management positions in the health sector on a competitive basis.
Keywords: healthcare, staff selection, manager, foreign experience.
ЖоFары басшы лаyазымдарFа ipiKTey процесс эдебиетке шолу
^лнур Нурбаева1, CepiK Аманов2
1 Менеджмент орталыгы менеджменттi жэне корпоративт1'к басцаруды дамыту бэлiмiнiн бас маманы, Денсаулыц сацтауды дамыту республикалыц орталыгы, Нур-Султан, ^азацстан 2 Менеджмент орталыгынын басшысы, Денсаулыц сацтауды дамыту республикалыц орталыгы,
Нур-Султан, |азацстан
Туйшдеме
l|азiргi танда заманауи менеджмент кадрларды 1'здеу мен iрктеудщ тYрлi эд/'стер/'н цолдануга мYмкiндiк бередi. Дурыс шешiмдер цабылдау жэне кэптеген сурацтарга дурыс жауаптар iздест/'ру Yшiн дамыган елдердегi табысты уйымдардын эртYрлi элшемдерi мен стратегиялыц багыттарын зерделеу цажет, эйткен басцарудын кез келген жYйесiн реформалау кез/'нде царалып отырган жуйеге цатысты шетелд/'к тэжiрибенi цолдану мYмкiндiгiн талдау цажет. Жогары эюмш/л/к персоналмен жумыс 1'стеу бойынша шетелд1'к тэжiрибенi зерделеу дамушы |азацстан Yшiн пайдалы болатыны сэза'з.
Мацалада шетелд1'к жэне отандыц эдебиетке басшылыц буын |ызметiне кадрларды 1'р1'ктеу процедурасын этк'зу бойынша шолу жYргiзiлдi. Конкурстыц нег1'зде денсаулыц сацтау саласындагы басшы буын лауазымына кадрларды 1'здеу мен 1'р1'ктеуд1'н ти1'мд1' рэам1'н цамтамасыз ету Yшiн усыныстар усынылды.
Krnmmi свздер: денсаулыц сацтау, 1'р1'ктеу процеа, басшы лауазымдары, шетелд1'к тэжiрибе.
Процедура отбора кадров на должности руководящего звена: обзор литературы
Гульнур Нурбаева1, Серик Аманов2
1 Главный специалист Отдела развития менеджмента и корпоративного управления Центра менеджмента, Республиканский центр развития здравоохранения, Нур-Султан, Казахстан 2 Руководитель Центра менеджмента, Республиканский центр развития здравоохранения,
Нур-Султан, Казахстан
Резюме
На сегодняшний день современный менеджмент предоставляет возможность применения различных методов поиска и отбора кадров. Для принятия правильных решений и изыскания корректных ответов на многие вопросы, необходимо изучить различные критерии и стратегические направления успешных организаций в развитых странах, так как при реформировании любой системы управления необходимо проанализировать возможность применения зарубежного опыта касательно рассматриваемой системы. Следует отметить, что изучение зарубежного опыта по работе с высшим административным персоналом будет, несомненно, полезно для развивающего Казахстана.
В статье проведен обзор зарубежной и отечественной литературы по проведению процедуры отбора кадров на должности руководящего звена. Предложены рекомендации для обеспечения эффективной процедуры поиска и отбора кадров на должности руководящего звена в сфере здравоохранения на конкурсной основе.
Ключевые слова: здравоохранение, отбор кадров, руководитель, зарубежный опыт.
Corresponding author: Gulnur Nurbayeva, Chief Specialist of Management Development and Corporate Governance
Department of the Center of Management, Republican Center for Health Development, Nur-Sultan, Kazakhstan
Postal code: 010000
Address: Nur-Sultan, 13 Imanov str.
Phone: +7 775 139 37 64
E-mail: gulnura_1207@mail.ru
J Health Dev 2019; 3(32): 40-47 UDC 614; 614.2; 614:33 Recieved: 25.08.2019 Accepted: 22.09.2019
This work is licensed under a Creative Commons Attribution 4.0 International License
Introduction
Search and staff selection is an important task of personnel policy in any field of activity. The provision with qualified personnel is one of the main aspects of the programme and strategic documents.
"Densaulyk" Healthcare Development State Program of the Republic of Kazakhstan for 20162019 provides for the need to improve the efficiency of human resources management in the healthcare sector [1].
The effectiveness of the health system is organically linked to the senior management. The manager's role becomes important when making decisions for higher productivity and efficiency of the organization in accordance with the level of management.
Modern management provides the opportunity to use different methods of search and selection of personnel [2,3]. When reforming any management system, it is necessary to analyze the possibility of applying foreign experience regarding the system in question. To this end, the various criteria and
strategic directions of successful organizations in developed countries need to be explored in order to make the right decisions and And the right answers to many questions. It should be noted that the study of foreign experience in working with senior administrative staff will undoubtedly be useful for our state. Health care organizations in Kazakhstan require the presence of professionals, as well as specific evidence-based technologies for the selection of staff and recommendations for their implementation [4].
At the present time, foreign experience in search and selection of personnel shows that competitive procedures as more modern and democratic types of selection of professionals are necessary and important condition for the formation of staff. Candidates who have been selected for a position in this way are rarely out of place.
Purpose: study of foreign and domestic experience in conducting search and selection of senior management personnel and elaboration of recommendations.
1. The experience of foreign countries: The experience of United States of America
Features of the American experience in the search and selection of managers include clearly defined requirements for the candidate, hiring employees for a short time and wide range of experience in different organizations of the potential emloyee. The most used tools for search and selection of candidates are questionnaires and testing. The process of selection of candidates for senior positions is controlled by the management of the medical organization [5]. Each organization has an established Board of Directors, which appoints the competition and approves the first head.
In the healthcare sphere The American College of Healthcare Executives is an influential
certification agency for managers. It is also an international professional association whose membership includes 40,000 health managers who head hospitals, health systems and other types of health organizations. Search and selection of candidates for senior management of medical organizations is carried out in accordance with the recommendations issued by the association [6,7].
Also, during the selection of managers, recruiting and consulting agencies provide organizations with their services in implementing the entire procedure of searching and selecting personnel for vacant positions, acting as guarantors of selection [5, 8].
The experience of Great Britain
In system of healthcare search and selection of the first heads is conducted by the Academy of leadership of National Health Service, specially created organization in the NHS system. Most senior management appointments tend to be filled by the candidates already working in the NHS. The functions of the NHS leadership Academy include provision of the following services: building a list of candidates (through search and/or advertisement); screening and evaluation of candidates; candidate evaluation; assistance to the Board of Directors/ Supervisory Boards through the provision of a complete list; final list and interview stages; collection of letters of recommendation; negotiations; post-employment support, job orientation [9].
There are also quasi-public health organizations - trust funds (NHS Foundation Trusts), with a defined degree of independence from The Department of Health. Operational and management decisions are made independently without coordination with the Central office, that's management in the form of public-private partnership.
Candidate for the position of the first head of a medical organization of one of the Fundations must possess certain skills and have confirming certificates respectively. For «Leadership» training, a candidate can choose several types of programs on the NHS leadership Academy website.
When searching for the first head, the Trust Fund and private medical organizations in the announcement for the position prescribe key
performance indicators that managers must achieve during the term of their contract.
The experience of Japan
The Japanese model of search and staff selection is recognized as the most effective in the world. One of the main reasons for such rapid development of production in Japan is the Japanese personnel management system. Japanese Human Resources management uses a certain procedure of hiring, promotion and training of employees [10].
This model based on the practice of hiring an employee for a long term, initially appointing him for an ordinary position. Consequently, the search for candidates for senior management positions is usually carried out from among the employees
of the organization, in order to find a person who knows in details the specifics of production, thereby encouraging employee's loyalty to the organization. Japanese companies also use the services of specialized recruitment agencies for the search and selection of candidates. One of the most influential recruitment agencies is the international Association of Executive search consultants (AESC), which has 15 implementing companies. AESC members in Japan specialize in recruitment in a variety of industries, including healthcare, with a particular focus on senior management positions [3].
The experience of New Zealand
Search and selection of candidates for senior positions through specialized agencies also demonstrates the experience of New Zealand. For example, recruitment Agency Sheffield develops search strategies that identify the best and most significant candidates in various fields. The Agency's dedicated team helps trained consultants to tune the search strategy to the specific needs of the organization. The Agency also works closely with the Alto Partners Executive Alliance. The Alliance searches for the candidates in the healthcare sphere with significant strategic and tactical capabilities, including managers and their deputies, and heads of all divisions around the world. Cooperation with
the international Alliance allowed the Agency to gain wide access to the international market of professionals. In addition, the Agency provides additional in-depth evaluation recommendations using psychometric and behavioral assessments, providing additional value and correctness in decision-making process [11].
Thus, recruitment agencies create special methodologies for the search and selection of candidates, depending on the scope and type of organization. Recruitment agencies are the link between the organization and the potential candidate.
The experience of Hong Kong
Another good example of the selection of candidates for senior positions in public hospitals is the experience of Hong Kong. The Hospital Governing Committee which is the Board of Directors is engaged in the process of selection of candidates for the position of head, after the selection, the candidate is agreed with the Health Authority.
The Hospital Authority (HA) is the statutory body providing public hospital services to Hong Kong citizens.
In accordance with the resolution of the Department of hospitals, 32 hospital committees
were established in 40 organizations to increase public participation in the management of public hospitals. Throughout the year, the committees receive regular reports from hospital managers, monitor operational and financial performance, and participate in personnel and procurement functions, as well as hospital activities. As a rule, the Hospital Governing Committee holds about 4 meetings per year [12,13].
The peculiarity of the Hong Kong experience shows that the Hospital Governing Committee is engaged in the search and selection of candidates for senior positions and monitor their activities.
The experience of Spain
The available literature presents only the procedure for the staff selection for the civil service. In Spain there are two ways of filling positions:
- competitive selection for replacement of staff officials positions;
- free selection for senior positions.
The vacancy announcement is published
in the Boletin Oficial de Estado («State journal»). In the announcement the list of workplaces, the requirements necessary for their replacement, structure of the Commission on an assessment of candidates is specified. The Commission for the evaluation of candidates consists of at least five members, formed by the unit that announces the competition. Also, at least one member of the
Commission is appointed by that ministry in whose subordination is the staff. The Commission may also include representatives of trade union organizations and the state Chancellery of public administration. Members of the commission must hold positions not lower than those that are subject to replacement.
The free selection of candidates is the prerogative of the Ministers and Secretaries of state in whose accountability is the relevant department. In this order, the following positions are filled: Deputy Director-General, territorial or provincial representatives or Directors, authorized representatives of ministries departments. At the same time, an open announcement on the replacement of the position is also given, where in addition to the standard details, additional requirements are also indicated. Applications of candidates within 15 days after the publication of the announcement are sent to the body that announced the competition.
Before conducting the search and selection of senior staff, it is necessary to clearly identify the requirements for candidates for the vacancy, to compose the specifics of the position, and to
develop the principles and criteria for the selection of candidates. These activities will allow organizations to reduce the search time and reduce the risks of selecting unsuitable candidates for the position.
To determine the degree of compliance of candidates with the requirements, there is a range of different selection methods aimed at a comprehensive assessment of candidates, including: assessment of compliance of submitted documents, verification of recommendations, testing, assessment center and interview with the competition commission.
Thus, the international experience of search and selection of managers shows that various modern personnel technologies are used in the selection of candidates:
- selection of candidates on the basis of clearly defined procedures;
- evaluation of candidates for compliance to the vacant position using various methods of evaluation (testing);
- effective work in cooperation with specialized recruitment agencies.
Domestic experience: current system of search and selection of candidates for senior management in Kazakhstan
Today in Kazakhstan the selection of candidates for the posts of senior managers in the state-owned enterprises is carried out according to the Rules of appointment and attestation of the head of state enterprise, as well as approval of his candidacy defined by the Order of the Minister of national economy of Kazakhstan [14]. According to this normative document, in state enterprises, the selection of the head is carried out on a competitive basis and is organized by the authorized body of the relevant industry or local executive body.
It should be noted that in joint-stock companies the head is appointed by the decision of the Board of Directors. And in joint-stock companies with the state participation the head is appointed to a position by the order of the head of authorized body [15].
In limited liability partnerships, the election of the head of the organization is held at the General meeting of the founders.
In the Rules of appointment and attestation of the head of state enterprise, approved by the order of the Minister of National Economy of the Republic of Kazakhstan, the basic requirements for candidates for the position of head of state-owned enterprises are determined: higher education in the necessary profile and level of professional training, corresponding to qualification requirements, approved by the authorized body of the relevant industry (local executive body); at least 5 years of professional experience on senior positions in the relevant profile of the enterprise industry.
Features of stages of procedure of search, selection and appointment of personnel in the state enterprises are presented in table 1.
Candidates applying for participation in the competition, within the time period specified in the announcement, submit for the Competition Commission a list of necessary documents. The person applying for the vacant post of head of the state enterprise on right of economic management, carrying out activities in the sphere of higher and postgraduate education also provides a program for the development of the state enterprise on right of economic management, which the Competition Commission checks for compliance with the goals and objectives of the strategic development of the enterprise.
Qualification requirements for the heads of state enterprises in the field of health care and his deputies depending on the level (district, city, regional and national) are also regulated by the qualification characteristics of the positions of health workers approved by the order of the acting Minister of health of the Republic of Kazakhstan [16].
It should also be noted that since 2017, in order to improve the quality of selection of candidates to fill managerial positions in the health care sphere, within the framework of the implementation of the Address of the President of the Republic of Kazakhstan dated January 31, 2017 "Third Modernization of Kazakhstan: Global Competitiveness", on behalf of the Minister of Healthcare of the Republic of Kazakhstan a personnel reserve in the healthcare
system of the Republic of Kazakhstan was created. The purpose of formation was to create the group of trained personnel and ensuring high-quality completing of vacant senior positions of the enterprise and the organization of system of health care. The competition for inclusion into the personnel reserve is conducted by the Competition Commission by analogy with the procedure for holding a competition for a vacant position. The
database of candidates is ranked by competencies and factors of competitiveness in the global labor market, such as: the presence of higher education in advanced universities of the country and the world, experience in leadership positions in the current health care system of Kazakhstan or in health organizations of countries with developed economies, knowledge of English.
Table 1 - Procedure for search, selection and appointment of senior management personnel in state-owned enterprises
Procedure for search, selection and appointment of heads of state enterprises Responsible for this stage
all state-owned enterprises state enterprises on the right of economic management, carrying out activities in the field of higher and postgraduate education
1. The decision to hold the competition Authorized body (local executive authority) Authorized body
2. Announcement of the competition Commission (at the expense of the Enterprise) Authorized body
3. Formation of the Commission Authorized body (local executive authority) Authorized body
4. Document collection Commission (not less than 5 people, the chairman from the authorized body) (local executive body) Republican commission (not less than 7 people)
5. Verification of candidates for compliance with qualification requirements Commission Republican commission
6. Approval of the list of persons admitted to the competition Commission Authorized body's decision
7. Interview Commission Republic commission
8. Approval of the selected candidacy on the position of head of a state enterprise Supervisory Board (if any) Supervisory Board (if any)
9. Appointment Head of the Authorized agency (local executive body) Head of the Authorized agency
Conclusion
1. In advanced countries, great importance is attached to the role of certification of health managers. The General scheme of certification is that you need to apply, take training courses, perform a practical project, protect it and pass the test. Professional associations are involved in the certification of managers.
2. Search and selection of the first heads are engaged in specially created organizations. Also, some organizations turn to specialized recruitment agencies for the search and selection of candidates
3. Hospital Management committees (i.e.
the Board of Directors) also search for and select candidates for senior management positions and monitor their future activities.
4. The current system of selection of senior personnel in Kazakhstan is similar to the procedure of selection of personnel in some foreign countries, i.e. the search and selection of candidates for senior positions is carried out on a competitive basis.
5. The most used tools in the search and selection of candidates are questionnaires and testing.
Recommendations for the national personnel selection system:
1. To determine the suitability of candidates health organization), it is necessary to introduce a for management activities (management of the state procedure for certification of health managers. At
the same time, to reduce the subjective factor in the certification procedure to include the following steps: test assessment of knowledge of legal acts, determination of the level of competence and intellectual and personal characteristics of candidates, as well as to identify practical skills of candidates - solving situational problems;
2. To include in the function of the Ministry of Healthcare of the Republic of Kazakhstan or Republican center for health development selection
of candidates for the post of first Deputy heads of organizations of health and further guidance;
3. The powers of the Supervisory boards of health care organizations in the form of a state enterprise on the right of economic management include the selection of candidates for senior positions and the final decision on their appointment.
Disclosures: The authors declare that there is no conflict of interest.
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