Policy and Supply and Demand (125 Points)
Various programs to increase employment in the healthcare sector have recently been introduced in the Kingdom of Saudi Arabia. As a result, an increasing number of foreigners have been provided with the opportunity work in the Kingdom. Studies show that 30% of the workforce in Saudi Arabia consists of expatriates (expats), or individuals from other countries who reside in the Kingdom.
Assuming the role of Director of Human Resources, you have been tasked with filling a number of open positions in your hospital. One strategy you are considering is to recruit expats. There are national policies and procedures that employers must follow before recruiting for and hiring expats. Create a PowerPoint presentation for your facility’s Board of Directors with the following heading items in your submission:
- Identify and describe an open position that needs to be filled.
- Rationalize the need for this position.
- Explain national policies that restrict expat employment in the Kingdom.
- Describe how to “sell” the strategy of recruiting and hiring expats to the Board of Directors.
- Conclusion.
Your presentation should meet the following structural requirements:
- Be 7-8 slides in length, not including the cover or reference slides.
- Be formatted according to APA and Saudi Electronic University writing guidelines.
- Provide support for your statements with citations from a minimum of four scholarly articles. These citations should be stated in the Notes section of the slide in which they appear. Two of these sources may be from the class readings, textbook, or lectures, but four must be external.
- Presentation notes are required for each slide to support the slide content. These must be a part of the presentation, and so the presentation cannot be submitted in PDF format, which does not make notes visible to the instructor. About 150 words on each slide in the presentation notes area will suffice.
- Utilize headings to organize the content in your presentation.
Expert Solution Preview
Introduction:
The Kingdom of Saudi Arabia has introduced various programs to enhance employment opportunities in the healthcare sector. With the influx of expatriates in Saudi Arabia, employers are seeking ways to fill the vacant positions in their hospitals efficiently. As the Director of Human Resources in a hospital, tasked with filling open positions, I have considered recruiting expats as a viable strategy. This paper presents a PowerPoint presentation for the hospital’s Board of Directors with an emphasis on identifying and rationalizing an open position, national policies that restrict expat employment in the Kingdom, how to “sell” the strategy of recruiting and hiring expats, and concluding remarks.
Identify and describe an open position that needs to be filled:
The open position to be filled is a General Surgeon. Our hospital requires a competent and experienced General Surgeon to handle the increasing volume of surgical cases. Specifically, we aim to fill a full-time position that offers permanent employment in our hospital. The General Surgeon will be responsible for performing routine and complex surgical procedures, diagnosing patient conditions, and collaborating with other healthcare professionals.
Rationalize the need for this position:
The need for the General Surgeon position arises from an increasing volume of surgical cases in our hospital. Our hospital caters to a large population, and we want to ensure that we provide high-quality healthcare services to our patients. Therefore, we require a competent and experienced General Surgeon to handle the increasing surgical cases and ensure that our patients receive the best care possible.
Explain national policies that restrict expat employment in the Kingdom:
The Kingdom of Saudi Arabia has formulated various policies that regulate expat employment. For instance, the government restricts expats from working in professions reserved for Saudi nationals. Additionally, expats require a valid work visa and residency permit, which can only be obtained by a company that sponsors them. Also, the employer must first advertise the vacant position to Saudi nationals before considering expats.
Describe how to “sell” the strategy of recruiting and hiring expats to the Board of Directors:
The strategy of recruiting and hiring expats presents numerous benefits to our hospital. Firstly, we will have access to a pool of highly skilled and experienced healthcare professionals who will plug the gap and provide efficient healthcare services to our patients. Secondly, recruiting expats will significantly reduce the workload for our current staff, ensuring that all patients receive prompt and quality care. Moreover, having expats in our team will diversify our hospital’s culture and promote a greater understanding of the patients from diverse backgrounds. Overall, the strategy will help us meet the increasing demand for healthcare services while maintaining high healthcare standards.
Conclusion:
In conclusion, recruiting and hiring expats is a viable strategy for filling open positions in our hospital. By identifying a General Surgeon position, rationalizing the need for this position, describing national policies that restrict expat employment in the Kingdom, and selling the strategy to the Board of Directors, we can ensure that we fill the vacant positions efficiently and effectively while meeting healthcare standards and demands in Saudi Arabia.
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