The goal of the internal recruiting office here at the hospital is to provide internal employees with the opportunity to advance within this organization. The recruiting office helps with operational support, employee advancement, and continuing educational opportunities to all current staff members. Last year the organization had a consultant come in and evaluate the program to get a general idea of the overall function of the program. This year the organization plans to conduct a series of Gemba Walk throughs to help do a deeper dive into the areas that we need to most improve upon, the areas that are imperative to a successful program, and those areas we can grow and expand. This summary will describe the planning, walk through events, goals we hope to achieve, and possible outcomes. The planning phase consists of meeting with each of the department leaders to get their support and buy-in on the Gemba walk through.We will define our objectives and decide how to best involve our teams in the process. Using our SWOT analysis, which revealed several areas of concern, those of which we will focus on during our initial Gemba walk through. The goal of my Gemba walk is to observe several employees as they navigate through the internal hiring process. I will observe as they research through our internal job postings, the application process, and the interview process. I will work with my human resources business partner and the human resource manager. I will let each of the employees know what I hope to gain from my observations. I will also observe those employees not chosen for the position in which they applied. I observerved three employees as they navigated through the internal hiring process. Each completed the application, interviewed, and one of them was offered the position in which they applied. These employees were chosen at random and represent a small portion of the employees
that work here. Gemba Walk Observations:
●
Company website application for internal employees was too lengthy. There were too many questions asked that we are already privy to as they are current employees. ●
Each candidate went through more than six separate interviews. The interviewers were not diverse. The interviewers were not asking leading questions. The interviewers were not trained on how to interview. ●
The feedback given to each of the candidates after their interviews took more than a week; one of them took twenty-two days to hear back from the manager on the next steps
in the hiring process.
