Training & Development

Milestone Interview

Mary Heather Pruitt

HRM300 – Principles of Human Resource Management

Colorado State University – Global Campus

Dr. Kyle Steadham

July 7, 2018

Interview

Q. What are your organization’s vision, mission, and strategic goals?

A. Our vision at Hall ambulance is to set the standard of excellence in responding to emergencies and related job requirements by which all the other organizations will use to measure their performance. Our mission is to deliver the most efficient ambulance response services and superior pre-hospital patient care through thorough training, technology, and leadership. Our strategic goals include bringing our services closer to other communities within California.

Q. How do the strategic goals of the organization affect the human resources department?

A. Growth involves hiring and engaging more human capital than we currently are handling at the HR department. With the expansion plan, the HR department is going to change to accommodate more locations, develop different recruitment plans, and devise new diversity approaches among other changes.

Q. What are the main roles of the human resources department in the organization

A. Our main roles at the department include resolving conflicts, gathering employee feedback, employee appraisals and most importantly hiring and recruiting new talent.

Q. Do you have any pre-set guidelines for hiring?

A. Yes, for instance, we must ensure that all candidates meet the required academic qualifications as advertised before they are granted an interview.

Q. How would you describe the process of hiring at Hall Ambulance?

The hiring process is rigorous; we have written and physical exams and interviews to ensure that all our candidates meet the required skill-set and qualifications. The medical field is delicate and even a small mistake could result in fatalities. To mitigate such risks, we set the bar a bit high.

Q. Is the human resources department flexible at your organization? Do you adopt any suggestions or recommendations from associates or colleagues outside the department when considering who to hire for a given job position?

A. We adopt new technologies and new HR strategies to ensure we remain relevant in the market. We also make use of suggestions from employees and people outside the department, especially from the patients.

Q. What do you think of the current supply of labor?

A. In my opinion, the labor market is going to be flooded with equally talented people. The current education policies have allowed people to pursue education and put their passions into play. The current labor supply is manageable.

Q. How does the supply of labor affect your organization?

A. The labor supply is very critical to the department. Finding people with the required skill-set can be difficult. This forces the organization to invest more to achieve the required expertise through hiring.

Q. How do you plan to strike a balance between the future demands for labor and the current labor supply?

A. It is very simple; we have established a training program which will oversee our future hiring demands. This program picks talented graduates and puts them through a six-month training program.

Q. How does the human resources department budget align with the organizations budget?

A. Our budget is approved by top management. It varies depending on the activities planned for the fiscal year. Our budget will always align with the requirements of the organizational budget.

Q. Do you receive any support from top management in aligning human resources processes, practices, and employees with the goals, vision, and mission of the organization?

A. Yes, top management in the organization gives the go-ahead for many of the HR processes. This is to ensure that there is some agreement between the two departments. However, our operations and most functions are executed under the department without influence on decision making from top management.

Q. How does your organizations hiring, and onboarding processes ensure that top talent is selected?

A. As said earlier our hiring and recruitment process is rigorous. We believe that talent does not come from academic qualifications only. We, therefore, consider other aspects such as field skills and abilities to respond to emergencies while working under pressure.

Q. How does the hiring process and on-boarding process promote the company culture and business goals?

A. The training process and field excursions give the candidates a taste of what the organization believes in.

Q. Do you have an employee appraisal program? How does the appraisal program motivate the top employees to ensure that the process continues?

A. We reward all employees at the end of the year. The difference is that we have a better incentive for the top employees of the year. Similarly, we enforce a spirit of teamwork to ensure that all employees strive to achieve the best within their teams. This ensures that there is a healthy competition.

Q. How do your human resources procedures and policies communicate to match with the organization's goals and strategies?

Our HR procedures and policies strive to bring the best employees into the company, manage conflicts, promote team work, engage employees, and retrieve information to create a suitable working environment according to the wishes of the employees.

Q. Do you think that the current human resources team has the expertise to create an employee-human resources experience that promotes the organization's mission, goals, and strategies?

A. The current team is the best. We have not had a major issue in years. In fact, there is a level of openness that allows us to communicate directly with employees and top management to ensure that we promote honesty.

Q. Do you believe that company success depends on the human resources functions?

A. The human resources department manages the organizations most important asset; the employees. The company’s success entirely depends on how we function.

Q. How much do you think your current human resources team contributes to the company success?

A. It is difficult to quantify how much we contribute. However, we are among the top players in promoting the company’s success.