Week 8 - Final Project - Operational Plan Due

Healthcare Operations

Jennifer Franks

Maryville

Melynda Pryor

MHA 615

March 31, 2022

Human Resource Department Value Stream Map (VSM)

The VSM aims at providing essential information to the HR department. This information will contain what to do before, during, and

after the hiring process.

HR Department Value Stream Map

HR DepartmentPotential Applicants Recruit Staff

Offer Letters Dispatched

L/T 5 Days P/T 2 Days %C&A 70% C/O

Conduct Interviews

6 L/T 5 Days P/T 3 Days %C&A 95% C/O

Advertise Vacancy

6

L/T 2 Days P/T 2 Days %C&A 80% C/O

Welcome recruits

1 L/T 1 Day P/T 0.5 Days %C&A 92% C/O 3 min

Verify Documents

1 L/T 1 Day P/T 0.5 Days %C&A 98% C/O 3 min

Sign Employment Contracts

2 L/T 5 Days P/T 2 Days %C&A 93% C/O

Staff orientation

1 L/T 2 Days P/T 1 Day %C&A 92% C/O

Dispatch to relevant Stations

6

TOTAL

Kaizen opportunities

1. Verifying documents and signing employment contracts can be combined into one process

by the organization. While both approaches are vital in the registration process, improved

efficiency can be by making them one process. The lead times for both methods are currently one

day each; thus can be combined to be 1.5 days in total. Similarly, the processing time for both

processes is 0.5 days each. So, again, it can be accomplished in 0.5 days in total.

2. Recruits can be dispatched to relevant stations at the end of the staff orientation exercise.

This, therefore, eliminates the process of dispatch to appropriate stations, which has a lead time of

2 days and a processing time of 1 day.

Narrative Explanation

The VSM explains the HR department's processes upon receiving a request to recruit new staff for

a specific department or function. Being the recruiting agency, the HR team is tasked with

employing on behalf of all other business functions. The map outlines the processes until the idea

staff is ready and dispatched to the respective department/work station. The processes involved

are;

1. Vacancy advertisement – this is letting potential applicants know an open position exists

within the organization. This is done through platforms such as the organization website and career

websites such as indeed, glassdoor, and LinkedIn.

2. Conducting interviews – from the shortlisted applicant, the recruiting team conducts

interviews to establish the most suitable candidate for each listed open position.

3. Recruit Staff – after successful interviews, the team picks the most suitable candidate from

the interviewed list.

4. Offer Letter dispatch – the recruited staff(s) is given an offer letter containing the

organization's terms. This letter as well includes the day of reporting.

5. Welcoming recruits – the HR personnel welcomes the recruits to the organization as per

the stated reporting date if such staff accepts the offer.

6. Verify documents – through this process, the HR personnel will countercheck the staff

details for authenticity and perform other background checks.

7. Sign employment contacts – both parties agree and thus commit by signing the employment

terms.

8. Staff orientation – the organization will show the recruited staff will be guided through the

various functions and the organizational structure. During this process, the organization's policies

and procedures will be discussed.

9. Dispatch to relevant work stations – the recruits are handed over to their line management

to start their day-to-day duties.

The chosen Kaizen opportunities offer space for future improvement of the recruitment process,

as discussed. They ensure a shorter duration of the whole process while not missing any vitals of

the process. Document verification and contract signing can be combined into one method as the

parties involved are the same and thus the work can be done concurrently. The end of staff

orientation means the recruits are ready to start day-to-day work; therefore, dispatching them

during the direction ends cuts out a whole process saving time and resources.