QUESTION

Recruitment and Selection Policy in Thomson Medical Centre

SOLUTION

Section 1: Human Resource Planning

Organisational Introduction

The operations of Thomson Medical Centre now known as Thomson medical Pte. Ltd started in 1979, which is the leading healthcares service provider with its main focus on the areas of medical science like Gynaecology, Paediatrics and Obstetrics. The renowned O&G specialist and the founder of the group Mr. Cheng Wei Chen envisioned the flagship hospital in Singapore by the name of Thomson Medical Centre (TMC). His only aim was to make delivering baby an enjoyable and worth celebrating experience for women (ABout Us: Thomson medical centre, 2007).

 With a dedicated pool of doctors and nurses the healthcare group provides special care and support to the to-be mothers all through the complex months of pregnancy as well as childbirth. This is the reason why the group booked a net profit after tax of $16.25 million in the year 2010 (Emuang, 2009) . The company has dedicated medical team and this is eth reason why it has topped the Customer Satisfaction  Index of Singapore in healthcare sector in the year 2010 and 2011 (Thomson Medical Pte Ltd, 2011).

Mission Statement

It States that: “We celebrate life with our patients and their families by being an innovator of services that are unique, relevant and integrated and delivered through our Thompson touch”.

 The mission statement clearly indicates that Thomson Medical Centre always follows the vision of being the leading healthcare provider especially for women and children (Unsupported source type (Report) for source Ann07.)

With the help of Thomson touch it strives to build a strong long-term relationship with not just the patients with their families too.

Human Resource Philosophy

The Human Resource Department at Thomson Medical centre is being headed by Chin Leong Yeo , Director Human Resources since 2009 (People: Thomson Medical Pte Ltd (TOMCF.PK), n.d.). He is responsible for spearheading the alignment, management and development of HR infrastructure in TMC. The HR Infrastructure followed the integration of:

·       Performance Management

·       Appointment Systems

·       Training and Talent Management

The staffing at TMC has been hands-on under the flagship of Mr Wei Chen and is not just limited to the professional positions in the organisation. During the tough times at TMC pay cuts happened frequently while increments and bonuses disappeared from the salaries, But with better times the management built rapport with staff.

 It has been given the prestigious stature of People Developer Standard organisation by the SPRING, Singapore. This award was given as recognition to commitment of the group to people excellence and developing a comprehensive system in order to manage the workforce along with development too. The standards followed by TMC regarding HR are by adopting totalarian approach towards:

·       Human Resource Planning

·        Human Resource Processes

·       Result evaluation related to customer management

·        Management leadership.

It also exercises the corporate social responsibility and the initiatives taken by the organisation keep the staff also engaged in various projects and lets eth staff also celebrate life with the patients in the hospital.

Bibliography

Unsupported source type (Report) for source Ann07.

ABout Us: Thomson medical centre (2007), [Online], Available: http://www.thomsonmedical.com/achievements.htm [12 April 2012].

Emuang, K.E. (2009) Shap[ing of a Vision: Celebrating 30 years: Thomson Medical centre, Singapore: Thomson Medical Centre Limited.

People: Thomson Medical Pte Ltd (TOMCF.PK), [Online], Available: http://www.reuters.com/finance/stocks/companyOfficers?symbol=TOMCF.PK [12 April 2012].

Thomson Medical Pte Ltd (2011), 31 August, [Online], Available: http://www.spring.gov.sg/Resources/CD/Pages/Thomson-Medical-Pte-Ltd.aspx [12 April 2012].

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