Pathophysiology Case Study free essay sample

African-American man with primary hypertension and diabetes mellitus. He is currently taking an angiotensin-converting enzyme (ACE) inhibitor and following a salt-restricted weight loss diet. He is about 30 pounds over his ideal weight. At his clinic visit his blood pressure is noted to be 135/96. His heart rate is 70 beats/min. He has no complaints. His wife brought a blood pressure cuff and stethoscope with her in the hope of learning to take her husband’s blood pressure at home. What risk factors for primary hypertension are evident from K. H. ’s history and physical data? Primary hypertension can be linked to several risk factors, some in which are evident in K. H. ’s history and physical data. The first risk factor evident is KH’s diabetes mellitus. Diabetes mellitus poses as a threat and a risk factor to hypertension because the disease directly affects the blood vessels and arteries by hardening the arteries and potentially causing atherosclerosis, therefore raising blood pressure. We will write a custom essay sample on Pathophysiology Case Study or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Other risk factors in KH’s history are his age and race. It has been seen that African Americans are at highest risk for primary hypertension than other races. Additionally, as age increases, the risk for hypertension does so as well. These risk factors are non-modifiable, and unfortunately are independent risk factors for KH (Copstead and Banasik). However, KH is also slightly overweight which is a modifiable risk factor and can be eliminated as a risk factor if the weight is lost. KH should continue to follow his low sodium diet plan to help with some of the weight loss and also to help lessen his hypersensitivity as sodium may lead to high blood pressure due to water retention (Mayo Clinic). There are other risk factors associated with hypertension and rising blood pressure and it is important to find out if any of them are also evident in KH. One of these risk factors includes KH’s activity level. It is important for KH to stay physically active because inactive people are usually associated with having higher heart rates. The higher the heart rate, the harder the heart must work which puts a greater amount of pressure on the arteries leading to hypertension. Physical exercise can also help the weight loss process, in turn lowering high blood pressure. Excessive smoking and drinking also leads to hypertension due to hardening of the arteries. Family history and high stress levels should also be determined if present in KH as they play a large role in hypertension as well (Mayo Clinic). What is the rationale for treating K. H. with an ACE inhibitor? What is the mechanism of action? ACE inhibitors are important and useful in the medication and treatment for KH due to their effectiveness in treating hypertension. ACE inhibitors will help treat KH by slowing the angiotensin converting enzyme (ACE). Angiotensin II is produced by the body that can cause vasoconstriction of the blood vessels. Angiotensin II is made from Angiotensin I by the ACE. If the production of Angiotensin II is slowed by the ACE inhibitor, the blood vessels will be able to dilate, and blood pressure is able to be lowered (Copstead and Banasik). Thus, it is important for KH to stay on the ACE inhibitors due to his blood pressure readings. KH’s blood pressure is 135/96. His systolic blood pressure is in the pre-hypertensive range, however, his diastolic blood pressure is in the hypertensive range and therefore, his blood pressure is hypertensive. Since his blood pressure is high, it is important for KH to remain taking the ACE inhibitors. If KH was not on the ACE inhibitors, there is a significant chance that his blood pressure would actually be higher and more hypertensive than it is currently. His heart rate is 70 bpm, which is a normal heart rate (Copstead and Banasik), so it can be shown that the ACE inhibitor is probably helping his condition.

Fats Navarro essays

Fats Navarro essays The story begins in Key West, Florida where Theodore "Fats" Navarro was born of mixed Cuban-Black-Chinese parentage on September 24, 1923. His musical training began early with piano lessons at age six, but he did not start taking music seriously until he took up the trumpet at age thirteen. He became good during his high school years. He also played tenor saxophone and played briefly with Walter Johnson's band in Miami. Apparently Fats did not care much for Key West. He was once quoted as saying "I didn't like Key West at all. I'll never go back." So, after graduating high school, he joined Sol Allbrights's band in Orlando, so Fats traveled with him to Cincinnati, and took further trumpet lessons from an Ohio teacher. He then went on the road with Snookum Russell's Indianapolis orchestra. Russell's group, a band well known in the area in the 1940s, proved to be very good for Fats. It was a place where he developed, experimented, and made mistakes that no one would remember before he ading on to the national stage. Fats stayed with Russell for about two years (1941-42) and became their trumpet soloist. Fats worked next with Andy Kirk and his Kansas City "Clouds of Joy." Here he made a friendship with trumpeter Howard McGhee. Fats role in the Andy Kirk band explains this story retold by Billy Eckstine describing how Fats moved over to his band. Dizzy Gillespie left my band in Washington, D.C. He told me to go over to hear Andy Kirk, because there was a fellow with Kirk named Fats Navarro. 'Take a listen to him,' said Dizzy, 'he's wonderful!' So I went out to the club, and the only thing Fats had to blow was behind a chorus number. But he was wailing behind this number, and I said to myself, 'This is good enough this'll fit.' So I got Fats to come by and talk it over, and about two weeks after that he took Dizzy's chair, and take it from me, he came right in ... Great as Diz is ... Fats played his book and you wou ...

Store More Custom Data Into Tree Node in Delphi

Store More Custom Data Into Tree Node in Delphi The TTreeView Delphi component displays a hierarchical list of items- tree nodes. A node is presented by node text and an optional image. Each node in a tree view is an instance of a TTreeNode class. While you can fill in the tree view with items at design time, using the TreeView Items Editor, in most cases you would fill your tree view at run time- depending what your application is about. The TreeView Items Editor reveals theres only a handful of information you can attach to a node: text and a few image indexes (for the normal state, expanded, selected and alike). In essence, the tree view component is easy to program against. There are a couple of methods to add new nodes to the tree and set their hierarchy. Heres how to add 10 nodes to the tree view (named TreeView1). Note that the Items property provides access to all nodes in the tree. The AddChild adds a new node to the tree view. The first parameter is the parent node (to build up the hierarchy) and the second parameter is the node text. The AddChild returns the newly added TTreeNode. In the above code sample, all 10 nodes are added as root nodes (have no parent node). In any more complex situations you would want your nodes to carry more info- preferably to have some special values (properties) that are specific to the project you are developing. Say you want to display customer-order-item data from your database. Each customer can have more orders and each order is made up from more items. This is a hierarchical relation one can display in a tree view: In your database there would be more info for each order and for each item. The tree view displays the (read only) current state - and you want to see per order (or even per item) details for the selected order. When the user selects the node Order_1_1 you want the order details (total sum, date, etc) to get displayed to the user. You can, at that time fetch the required data from the database, BUT you would need to know the unique identifier (lets say an integer value) of the selected order to grab the correct data. We need a way to store this order identifier along with the node but we cannot use the Text property. The custom value we need to store in each node is an integer (just an example). When such a situation happens you might be tempted to look for the Tag property (many Delphi components have) but the Tag property is not exposed by the TTreeNode class. Add Custom Data To Tree Nodes:Â  The TreeNode.Data Property The Data property of a tree node allows you to associate your custom data with a tree node. Data is a pointer and can point to objects and records. The Displaying XML (RSS Feed) Data in a TreeView shows how to store a record type variable into the Data property of a tree node. Many item-type classes expose the Data property- you can use to store any object along with the item. An example is the TListItem of a TListView component. Heres how to add objects to the Data property. Add Custom Data To Tree Nodes:Â  The TreeView.CreateNodeClass If you do not want to use the Data property of the TTreeNode, but rather you would like to have your own TreeNode extended with a few properties, Delphi also has a solution. Say you want to be able to do Heres how to extend the standard TTreeNode with a few properties of your own: Create your TMyTreeNode by extending the TTreeNode.Add it a string property MyProperty.Handle the OnCreateNodeClass for the tree view to specify your node class should be created.Expose something like TreeView1_SelectedNode property on the form level. This would be of type TMyTreeNode.Handle tree views OnChange to write to the SelectedNode the value of the node that is selected.Use TreeView1_Selected.myProperty to read or write new custom value. Heres the full source code (TButton: Button1 and TTreeView: TreeView1 on a form): This time the Data property of the TTreeNode class is not used. Rather, you extend the TTreeNode class to have your own version of a tree node: TMyTreeNode. Using the OnCreateNodeClass event of the tree view, you create a node of your custom class instead of the standard TTreenode class.

Top-down model Essay Example | Topics and Well Written Essays - 500 words

Top-down model - Essay Example Each of these layers will be discussed keeping in mind the example of Intertex Corporation and its processes (Turban, McLean, & Wetherbe, 2004). Firstly Business Layer is this level of the top – down approach, Intertex Corporation requires to work on the basic areas of the business which include the strategic business plans, process reengineering, and also the identification of the major business functions, processes and opportunities (Goldman & Rawles, 2004). These basically include the need to focus on areas like the need for the networking within the organization and also implementation of WAN and LAN which helps standardizing the overall processes. Applications Layer: is the second step which involves using the WAN and LAN to pass on all information more simply to all employees within the company and to use this as an excellent opportunity to identify the needs for all information and knowledge within the company (Goldman & Rawles, 2004). Here this can be used to also essential information from the headquarters both locally as well as to the remote locations as well. Data Layer is the third step and this section is also an essential part of the approach. Here factors like the database analysis and design are looked into along with other areas for the organization which include the Data modeling, Data distribution analysis and also aspects of Client/server architecture design (Goldman & Rawles, 2004). In the case of companies for instance Intertex this is an important stage and this forms the major part of the overall top down approach. This stage is essential in the overall determination of requirements for the Top down approach and this area focuses on all data collection and distribution for the business needs and information. Network Layer as explained by Goldman and Rawles 2004 deals with, a) Network analysis and design, b) Logical network design (what), c) Network implementation planning, d) Network

Friedrich Froebel Research Paper Example | Topics and Well Written Essays - 750 words

Friedrich Froebel - Research Paper Example Friedrich Froebel (1782-1852) was born in the Oberweibach area of Thuringia, Germany on 21 April 1782. His father was an orthodox Lutheran pastor who ran the parish there. So it was not surprising that the Church and the Lutheran religion became the first pillars of Froebel’s own education. To his bad luck, the health of Froebel’s mother began to fail soon after his birth and she died within nine months. Froebel’s father also passed away in 1802 and he was sent to live with an uncle in the adjoining village of Stadt-Ilm. Froebel started his career as an educationist in 1805 as a secondary school teacher in Frankfurt. At this time he was impressed by the work of Johann Heinrich Pestalozzi, also working with him in Switzerland to further develop his ideas. In 1811 Froebel once again went to Berlin and became a teacher at a boarding school for boys that specialized in pedagogy and patriotism. After serving in the Napoleonic wars of 1813-14, he was employed in the Institute of Mineralogy by Christian Samuel Weiss. However he did not hold this job for long and ultimately founded the German General Educational Institute in Arnstadt, Thirungia. He began publishing pamphlets about the need for education in 1820. In 1826 he published the Education of Man, his main work, followed by the Educating Families in 1828. In 1840, he finally started the first kindergarten concept in Germany at the Play and Activity Institute which he had established in 1837 (Rusk & Scotland, 1979: 32). He also designed toys and activ ity materials dubbed Froebel’s Gifts for these young kids. He died at Mariental on 21 June 1852. Important Contributions Froebel was instrumental in including the concept of play and free association for kids in the classroom. He also trained people in his teaching methods and discipline. Following the success of his methods, his student Margaret Schultz opened up a kindergarten at Wisconsin in 1856 and Elizabeth Peabody in Boston in 1860. By 1911, kindergarten education was officially recognized in Germany under its own state and regulatory laws. Froebel College in South West London in the UK was started in 1892 to respect and follow his traditions. He also was the first to train women in pedagogy at the premises granted by the Duke of Meiningen for this purpose(Weber, 1969: 13). According to Sniegoski (1994: 3), Froebel can be credited for ignoring the idea that the child was like a plant or a lump of clay into which education can be implanted. This concept originated by Lo cke was in vogue at the time, but the tireless efforts of Frobel and his followers soon brought in a new concept, namely the importance of play and learning at one’s own pace. Each new activity grew out of a previously available idea and thus a child was able to grow in stages of intellectual development. Much the same thing has been recognized and identified by other thinkers such as Jean Piaget. Froebel regarded play as the most important basis for the spontaneous development of the child. Another idea Froebel encouraged was self activity. He preferred that the learner educate himself. The task of the teacher was just to create a learning environment for the child, and shield the child from danger or unwanted processes. Froebel opined that for the first year of life, the mother was a child’s most important teacher, while they depended on the whole family for support and contentment. As the child

Lead Toxicity in Children Essay -- Lead Poisoning Health Medical Essay

Lead Toxicity in Children Lead poisoning in children was first discovered in 1890 in Queensland, Australia. The lead source was not identified until 1904, when a researcher traced it to the paint used on railings and verandahs. The first discovery of lead poisoning in the United States (with a traceable source) was in 1914; the child had chewed the paint off of his crib. At this time they linked lead poisoning as a cause of convulsions in children. As research progressed and more children were found with high lead levels, symptoms caused by lead were expanded to include lead meningitis, acute encephalopathy, intellectual dullness, reduced consciousness, seizures, comas, and death (Chisholm, 1982). Lead is a metal found virtually everywhere even today. Sources of lead include auto body shops, electric storage batteries, glazes for china dishes, crockery, insecticides, electric cable insulation, hose, pipe, sheet and floor coverings. Lead is associated with stain glass work, jewelry making and antique ceramic doll painting. Although lead in paint was outlawed, there are still many homes that have lead paint (White et al, 1990). Lead found in gasoline was found in one study to account for 23--27% of the lead blood levels in the people tested (Wagner, 1991). This exposure to lead sources is more of a concern for children due to the characteristic habit of children to taste everything they touch; this characteristic is known as pica. Children are also in closer contact with their lead polluted environment during play. They are more active and exposed to outdoor contaminates and they inhale dust and dirt that are lead contaminated. Furthermore, the adsorption rate of lead in the dig estive tract is up to 10 times greater in chil... ...inical to Subtle Health Effects. Environmental Health Perspectives, Vol. 86, 1990, pp.177-181. Markowitz, M. and Rosen, J. Need for the Lead Mobilization Test in Children with Lead Poisoning. The Journal of Pediatrics. Vol. 119, No. 2, August 1991, pp. 305-310. McCabe Jr., M. and Lawrence, D. Lead, A Major Environmental Pollutant, Is Immunomodulatory by Its Differential Effects on CD4+ T Cell Subsets. Toxicology and Applied Pharmacology, Vol. 111, 1991, pp. 13-23. Singhal, R. L., and Thomas, J. A. Lead Toxicity. Urban and Schwarzenberg, Baltimore-Munich, 1980. Wagner, H. M. Recent Trends In Human Lead Exposure. New Horizons in Biological Dosimetry, 1991, pp. 179-186. White, R., Feldman, R., and Travers, P. Neurobehavioral Effects of Toxicity Due to Metals, Solvents, and Insecticides. Clinical Neuropharmacology, Vol. 13, No. 5, 1990, pp. 392-412. Lead Toxicity in Children Essay -- Lead Poisoning Health Medical Essay Lead Toxicity in Children Lead poisoning in children was first discovered in 1890 in Queensland, Australia. The lead source was not identified until 1904, when a researcher traced it to the paint used on railings and verandahs. The first discovery of lead poisoning in the United States (with a traceable source) was in 1914; the child had chewed the paint off of his crib. At this time they linked lead poisoning as a cause of convulsions in children. As research progressed and more children were found with high lead levels, symptoms caused by lead were expanded to include lead meningitis, acute encephalopathy, intellectual dullness, reduced consciousness, seizures, comas, and death (Chisholm, 1982). Lead is a metal found virtually everywhere even today. Sources of lead include auto body shops, electric storage batteries, glazes for china dishes, crockery, insecticides, electric cable insulation, hose, pipe, sheet and floor coverings. Lead is associated with stain glass work, jewelry making and antique ceramic doll painting. Although lead in paint was outlawed, there are still many homes that have lead paint (White et al, 1990). Lead found in gasoline was found in one study to account for 23--27% of the lead blood levels in the people tested (Wagner, 1991). This exposure to lead sources is more of a concern for children due to the characteristic habit of children to taste everything they touch; this characteristic is known as pica. Children are also in closer contact with their lead polluted environment during play. They are more active and exposed to outdoor contaminates and they inhale dust and dirt that are lead contaminated. Furthermore, the adsorption rate of lead in the dig estive tract is up to 10 times greater in chil... ...inical to Subtle Health Effects. Environmental Health Perspectives, Vol. 86, 1990, pp.177-181. Markowitz, M. and Rosen, J. Need for the Lead Mobilization Test in Children with Lead Poisoning. The Journal of Pediatrics. Vol. 119, No. 2, August 1991, pp. 305-310. McCabe Jr., M. and Lawrence, D. Lead, A Major Environmental Pollutant, Is Immunomodulatory by Its Differential Effects on CD4+ T Cell Subsets. Toxicology and Applied Pharmacology, Vol. 111, 1991, pp. 13-23. Singhal, R. L., and Thomas, J. A. Lead Toxicity. Urban and Schwarzenberg, Baltimore-Munich, 1980. Wagner, H. M. Recent Trends In Human Lead Exposure. New Horizons in Biological Dosimetry, 1991, pp. 179-186. White, R., Feldman, R., and Travers, P. Neurobehavioral Effects of Toxicity Due to Metals, Solvents, and Insecticides. Clinical Neuropharmacology, Vol. 13, No. 5, 1990, pp. 392-412.

Employee Selection the Role of Hrm Finding the Right Candidate

Denise L. Thomas Dr. Courtney Bibby Human Resource Management MBA 605 March 2, 2013 Employer Selection the Role of HRM finding the Right Candidate The role of Human Resources Management, here in after referred to as HRM has many faces; the most important role that HRM assumes is in the staffing of human resources. This paper will explore the methods and strategies that are used in the selection for Mr. or Ms. Right. Do HRMs handle this important role with expertise? Employment selection impacts many levels, as it delivers an important net result.Companies are as good and productive as the employees that represent them. Employee selection has a vital role in the success of all companies. Most would agree the reason we return to a favorite restaurant, retailer or business establishment is largely due to the personnel. A new product launch, operational production requirements, an aging workforce and seasonal demands, are all reasons management will turn to the HRM manager for support in addressing their staffing needs. HRMs will conduct a needs assessment for reaching the hiring goals and objectives. Hiring the right person the first time doesn’t happen by accident; it happens by design. Always be clear about the position you want to fill-long before interviewing. Define the Thomas page 2 position based on what your business needs. Identify the standards, skills and knowledge that the perfect hire would have†. (Cameron & Keis, 2003). Now, with a firm understanding of the expectations needed for hiring. The HRM manager needs to enlist potential candidates to meet these objectives. Recruiting in todays’ world of the internet is much more efficient than methods of the past. There are numerous job boards to begin your recruiting rocess. Job boards like Career Builder and Monster service many employer’s with various hiring needs, they have proven creditability for attracting quality job seekers. A consultant will assist the HRM manager to ach ieve the visibility and positioning to attract candidates to their web page. Although the internet provides a great resource for pooling talent, there are other tried and true methods for recruiting. Internal job postings are a great opportunity for current employees to consider advancement; this also gives management an idea of personnel seeking to move forward within the company.In many cases word of mouth will yield good results for networking and recruiting for career openings. Current employees may have knowledge of someone whom they feel would be great for a position. It’s a good idea to include different types of recruiting to gain a broader reach for talent. The most time consuming part of recruiting is the first round of interviews. It is common for HRMs to schedule phone interviews with applicants. The phone interview allows the ability to gage the potential of a candidate before bringing them in for a face to face Thomas page 3 interview.Phone interviews will able HRM to address any question you may have about items on a job application or resume. The phone interview may incorporate questions that are behavioral and those that are situational. This type of inquiry will be helpful in examining the ways an applicant handles conflicts and problem solving. This may also illustrate the applicant’s ability to lead and persuade other towards a preferred outcome. Another important aspect included as part of the pre- interview is testing. â€Å"Testing and assessments are a must for your short-list interview process. † (Cameron & Keis, 2003).The analysis of behaviors prior to the face to face interview should not be overestimated. Currently these exams are provided during face to face interview or most often inclusive with the online applications. Upon completion of the pre- interview screenings, the best candidates of this process should be selected for in person interviews. Mangers that will be involved with the interview and decision making need to be prepared and skilled in their interview technique for this final process. â€Å"As with most managerial skills, the skills required to make a better hiring decision can be learned and can be developed with practice.Along with examining skills, the astute manager considers an applicant’s fit with the organization’s culture. If the culture is open and loose in an organic structure, a bureaucratic personality would make a poor fit. â€Å" (Buhler, 1992). So now the fun begins. Hiring managers have a shared responsibility during this phase of the staffing process. The environment should be one that is conducive for the meeting. Thomas page 5 Applicants are also reviewing the work place to visualize if they could envision themselves working in the location.It may be a good idea to alert the office staff that interviews will be taking place, all staff needs to exhibit best practice office etiquette during this open house of prespective new hires. I feel t his aspect is often overlooked. I recall on many occasions I observed the work culture of an office during my visit, and determined I wasn’t a good fit for the group. Additionally, managers who have not familiarized themselves with the resumes and or applications do a disservice to the process of interviewing. I have been frustrated during an interview when I find myself becoming redundant to an issue.All applicants understand that HRMs and managers are busy, however, we are discussing future employment and what contribution I can make to your organization! Moreover, when we consider the cost investment for hiring and training of new employees this matter requires a serious commitment from all involved. â€Å"The setting of the interview is extremely important to get it off to the right start. This is an opportunity for the applicant to â€Å"interview† and judge the organization. † (Buhler, 1992). HRMs in many corporations have a structured interview format tha t they are required to adhere to, in maintaining the integrity of the hiring process.The interviewer will let you know prior to the start of the questioning, if they will be taking notes of your answers. I have participated in a number of these types of interviews and most of the questions are behavioral or situational. A candidate that has done their homework will be prepared to answer this line of questioning. In some situations a face to face meeting will be conducted by a HRM manager. They will conduct the interview and make referrals to the manager. Thomas page 6 â€Å"Hiring is more than merely selecting a â€Å"nice person. † It requires carefully selecting the best person for the position.A new skill being sought in new hires is innovation. Organizations without innovation will become stagnant and perish in time. Survival means thinking creatively. The best infusion of creativity comes from outside the organization—from new hires. † (Buhler, 1992). †Å"Traditional interviews don’t accomplish a lot. In selection interviews they ask the wrong questions, ask the questions the wrong way, violate laws, fail to take adequate notes and ignore body language†. (Smart, 1987) . I can attest that I have participated in interviews that made me want to exchange places with the person behind the desk.Some managers are very uncomfortable with the responsibility needed to become a skillful interviewer. Situations where it is detected that the interviewer seems displaced allows the applicant to take the interview over, the hiring manager is no longer in charge. This scenario is a disservice in search for the perfect candidate, or is it? One could say that if an applicant has this type of skill set they represent someone who is not afraid to take the lead and shows initiative. These skills are most desirable to most employers. â€Å"A high- quality selection interview requires more than just a sufficient amount of time.A matrix forma t is much more comprehensive. The interviewer begins by asking candidates about chronological history-beginning with education and progressing through job 1, job2, job3 and up to the present position. â€Å" (Smart, 1987). Thomas page 7 After a series of selected candidates have been interviewed and the final contenders are selected. HRMs will ask candidates to return for a second or final interview. This allows recruits to have a final opportunity to offer evidence of why they should be selected for the current opportunity.If managers are undecided this review should assist in the finalization before making a job offer. â€Å"Check references after the interview, to confirm consistency between the candidate’s comments and the opinion of his previous employers†. (Cameron & Keis, 2003). Making the job offer to the final recruit is the last step in the recruiting. Verbal offers will need to be followed with written documentation outlining the specifics of the job offer. â€Å"Hiring the right person the first time takes planning, systems, tools, and structure.Customize and document your process to fit your organization; you will create own internal marketing plan to attract just the right people†. (Cameron & Keis, 2003) Strategies and resources assist with the selection to find the right candidate for a job. Significant time and effort goes into the preparation of selecting human resources on both sides of the spectrum. The final decision in choosing the best candidate is narrowed down to who has the â€Å"it†. The â€Å"it† factor is made up of many things, it is perhaps best described as something special that shines and stands out greatly.Go forth and let your brilliance shine. Works Cited Buhler, Patricia. â€Å"Managing in the 90s: Hiring the Right Person for the Job. † SuperVision 53. 7 (1992): 21-. ProQuest Central. Web. 2 Mar. 2013. Cameron, Gordon, and Ken Keis. â€Å"Hire the Right Person the First Time! : Hi ring the â€Å"Wrong† People Costs You Money! † S S G M, Service Station & Garage Management 33. 7 (2003): 0,n/a. ProQuest Central. Web. 2 Mar. 2013. Smart, Bradford D. â€Å"Progressive Approaches for Hiring the Best People. † Training and development journal 41. 9 (1987): 46-. ProQuest Central. Web. 2 Mar. 2013. Employee Selection the Role of Hrm Finding the Right Candidate Denise L. Thomas Dr. Courtney Bibby Human Resource Management MBA 605 March 2, 2013 Employer Selection the Role of HRM finding the Right Candidate The role of Human Resources Management, here in after referred to as HRM has many faces; the most important role that HRM assumes is in the staffing of human resources. This paper will explore the methods and strategies that are used in the selection for Mr. or Ms. Right. Do HRMs handle this important role with expertise? Employment selection impacts many levels, as it delivers an important net result.Companies are as good and productive as the employees that represent them. Employee selection has a vital role in the success of all companies. Most would agree the reason we return to a favorite restaurant, retailer or business establishment is largely due to the personnel. A new product launch, operational production requirements, an aging workforce and seasonal demands, are all reasons management will turn to the HRM manager for support in addressing their staffing needs. HRMs will conduct a needs assessment for reaching the hiring goals and objectives. Hiring the right person the first time doesn’t happen by accident; it happens by design. Always be clear about the position you want to fill-long before interviewing. Define the Thomas page 2 position based on what your business needs. Identify the standards, skills and knowledge that the perfect hire would have†. (Cameron & Keis, 2003). Now, with a firm understanding of the expectations needed for hiring. The HRM manager needs to enlist potential candidates to meet these objectives. Recruiting in todays’ world of the internet is much more efficient than methods of the past. There are numerous job boards to begin your recruiting rocess. Job boards like Career Builder and Monster service many employer’s with various hiring needs, they have proven creditability for attracting quality job seekers. A consultant will assist the HRM manager to ach ieve the visibility and positioning to attract candidates to their web page. Although the internet provides a great resource for pooling talent, there are other tried and true methods for recruiting. Internal job postings are a great opportunity for current employees to consider advancement; this also gives management an idea of personnel seeking to move forward within the company.In many cases word of mouth will yield good results for networking and recruiting for career openings. Current employees may have knowledge of someone whom they feel would be great for a position. It’s a good idea to include different types of recruiting to gain a broader reach for talent. The most time consuming part of recruiting is the first round of interviews. It is common for HRMs to schedule phone interviews with applicants. The phone interview allows the ability to gage the potential of a candidate before bringing them in for a face to face Thomas page 3 interview.Phone interviews will able HRM to address any question you may have about items on a job application or resume. The phone interview may incorporate questions that are behavioral and those that are situational. This type of inquiry will be helpful in examining the ways an applicant handles conflicts and problem solving. This may also illustrate the applicant’s ability to lead and persuade other towards a preferred outcome. Another important aspect included as part of the pre- interview is testing. â€Å"Testing and assessments are a must for your short-list interview process. † (Cameron & Keis, 2003).The analysis of behaviors prior to the face to face interview should not be overestimated. Currently these exams are provided during face to face interview or most often inclusive with the online applications. Upon completion of the pre- interview screenings, the best candidates of this process should be selected for in person interviews. Mangers that will be involved with the interview and decision making need to be prepared and skilled in their interview technique for this final process. â€Å"As with most managerial skills, the skills required to make a better hiring decision can be learned and can be developed with practice.Along with examining skills, the astute manager considers an applicant’s fit with the organization’s culture. If the culture is open and loose in an organic structure, a bureaucratic personality would make a poor fit. â€Å" (Buhler, 1992). So now the fun begins. Hiring managers have a shared responsibility during this phase of the staffing process. The environment should be one that is conducive for the meeting. Thomas page 5 Applicants are also reviewing the work place to visualize if they could envision themselves working in the location.It may be a good idea to alert the office staff that interviews will be taking place, all staff needs to exhibit best practice office etiquette during this open house of prespective new hires. I feel t his aspect is often overlooked. I recall on many occasions I observed the work culture of an office during my visit, and determined I wasn’t a good fit for the group. Additionally, managers who have not familiarized themselves with the resumes and or applications do a disservice to the process of interviewing. I have been frustrated during an interview when I find myself becoming redundant to an issue.All applicants understand that HRMs and managers are busy, however, we are discussing future employment and what contribution I can make to your organization! Moreover, when we consider the cost investment for hiring and training of new employees this matter requires a serious commitment from all involved. â€Å"The setting of the interview is extremely important to get it off to the right start. This is an opportunity for the applicant to â€Å"interview† and judge the organization. † (Buhler, 1992). HRMs in many corporations have a structured interview format tha t they are required to adhere to, in maintaining the integrity of the hiring process.The interviewer will let you know prior to the start of the questioning, if they will be taking notes of your answers. I have participated in a number of these types of interviews and most of the questions are behavioral or situational. A candidate that has done their homework will be prepared to answer this line of questioning. In some situations a face to face meeting will be conducted by a HRM manager. They will conduct the interview and make referrals to the manager. Thomas page 6 â€Å"Hiring is more than merely selecting a â€Å"nice person. † It requires carefully selecting the best person for the position.A new skill being sought in new hires is innovation. Organizations without innovation will become stagnant and perish in time. Survival means thinking creatively. The best infusion of creativity comes from outside the organization—from new hires. † (Buhler, 1992). †Å"Traditional interviews don’t accomplish a lot. In selection interviews they ask the wrong questions, ask the questions the wrong way, violate laws, fail to take adequate notes and ignore body language†. (Smart, 1987) . I can attest that I have participated in interviews that made me want to exchange places with the person behind the desk.Some managers are very uncomfortable with the responsibility needed to become a skillful interviewer. Situations where it is detected that the interviewer seems displaced allows the applicant to take the interview over, the hiring manager is no longer in charge. This scenario is a disservice in search for the perfect candidate, or is it? One could say that if an applicant has this type of skill set they represent someone who is not afraid to take the lead and shows initiative. These skills are most desirable to most employers. â€Å"A high- quality selection interview requires more than just a sufficient amount of time.A matrix forma t is much more comprehensive. The interviewer begins by asking candidates about chronological history-beginning with education and progressing through job 1, job2, job3 and up to the present position. â€Å" (Smart, 1987). Thomas page 7 After a series of selected candidates have been interviewed and the final contenders are selected. HRMs will ask candidates to return for a second or final interview. This allows recruits to have a final opportunity to offer evidence of why they should be selected for the current opportunity.If managers are undecided this review should assist in the finalization before making a job offer. â€Å"Check references after the interview, to confirm consistency between the candidate’s comments and the opinion of his previous employers†. (Cameron & Keis, 2003). Making the job offer to the final recruit is the last step in the recruiting. Verbal offers will need to be followed with written documentation outlining the specifics of the job offer. â€Å"Hiring the right person the first time takes planning, systems, tools, and structure.Customize and document your process to fit your organization; you will create own internal marketing plan to attract just the right people†. (Cameron & Keis, 2003) Strategies and resources assist with the selection to find the right candidate for a job. Significant time and effort goes into the preparation of selecting human resources on both sides of the spectrum. The final decision in choosing the best candidate is narrowed down to who has the â€Å"it†. The â€Å"it† factor is made up of many things, it is perhaps best described as something special that shines and stands out greatly.Go forth and let your brilliance shine. Works Cited Buhler, Patricia. â€Å"Managing in the 90s: Hiring the Right Person for the Job. † SuperVision 53. 7 (1992): 21-. ProQuest Central. Web. 2 Mar. 2013. Cameron, Gordon, and Ken Keis. â€Å"Hire the Right Person the First Time! : Hi ring the â€Å"Wrong† People Costs You Money! † S S G M, Service Station & Garage Management 33. 7 (2003): 0,n/a. ProQuest Central. Web. 2 Mar. 2013. Smart, Bradford D. â€Å"Progressive Approaches for Hiring the Best People. † Training and development journal 41. 9 (1987): 46-. ProQuest Central. Web. 2 Mar. 2013.