Question

Healthcare Human Resource Management

1. Identify and discuss the steps in job analysis and development of a job description

2. Evaluate the advantages and disadvantages of three recruitment methods available for healthcare organization.

Answer 1

Job analysis

Job Analysis involves gathering information and analysis of information of crucial information about a job. In this analysis judgements are made on the data collected of a job. Job Analysis involves both Job Description and Job Specification, which includes an assessment of the nature of the job as well as the knowledge, skills and attitude of the jobholder. In other words, Job Description provides details regarding the content of the job in a written format and Job specification is a written record of the qualities and qualifications which a Jobholder should be having for handling a job.

The job analysis is useful in developing selection, training, and performance evaluation. Job analysis is the process of studying and collecting information about the responsibilities and operations of a given job. Specifically, job analysis involves the steps:

• Analyzing the Job interrelationship with the organizational strategies and vision.
• Determining the Uses of Job Analysis like Recruitment & Selection, Compensation, Training & Development, etc.
• Identification of Job which would be analyzed
• Collection of Data for Job Analysis through observation, Interviews and Questionnaire Administration.
• Preparing the Job Description which is essentially a written account of the job.
• Preparing the Job Specifications which should essentially provide details regarding the specific skills, qualities and qualifications which a job holder should possess.
• Reviewing and updating the information ideally in every three years and the interrelationship collecting job information

Development of a job description

Develop job descriptions to help you articulate the most important outcomes you need from an employee performing a particular job

Job descriptions are also a communication tool that tells coworkers of the employee where their job leaves off and the job of another employee starts.

Steps in Developing a Job Description

•     Gather the appropriate people for the task. The manager to whom the position will report takes the lead in developing a job description, but other employees who are performing similar jobs can contribute to its development, too. Additionally, if the position is new and will relieve current employees of workload, they should be part of the discussion. A first position? The manager or company owner can develop the job description on his or her own.

•     Perform a job analysis. You need as much data as possible to develop a job description. The job analysis may include:

•     the job responsibilities of current employees,

•     internet research and sample job descriptions online or offline highlighting similar jobs,

•     an analysis of the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,

•     research and sharing with other companies that have similar jobs, and

•     articulation of the most important outcomes or contributions needed from the position.

Advantages and disadvantages of three recruitment methods available for healthcare organization.

Some of the most important methods of recruitment are as follows:

1. Direct Method

2. Indirect Methods

3. Third Party Methods.

Recruitment methods refer to the means by which an organisation reaches to the potential job seekers. In other words, these are ways of establishing contacts with the potential candidates.lt is important to mention that the recruitment methods are different from the sources of recruitment.

The major line of distinction between the two is that while the former is the means of establishing links with the prospective candidates, the latter is location where the prospective employees are available.

1. Direct Method:

In this method, the representatives of the organisation are sent to the potential candidates in the educational and training institutes. They establish contacts with the candidates seeking jobs. These representatives work in cooperation with placement cells in the institutions Persons pursuing management; engineering, medical etc. programmes are mostly picked up in this manner.

Sometimes, some employer firms establish direct contact with the professors and solicit informa­tion about students with excellent academic records. Sending the recruiter to the conventions, semi­nars, setting up exhibits at fairs and using mobile office to go to the desired centers are some other methods used to establish direct contact with the job seekers.

2. Indirect Methods:

Indirect methods include advertisements in news papers, on the radio and television, in professional journals, technical magazines etc.

This method is useful when:

(i) Organisation does not find suitable candidates to be promoted to fill up the higher posts

(ii) When the organisation wants to reach out to a vast territory, and

(iii) When organisation wants to fill up scientific, profes­sional and technical posts.

The experience suggests that the higher the position to be filled up in the organisation, or the skill sought by the more sophisticated one, the more widely dispersed advertisement is likely to be used to reach to many suitable candidates.

3. Third Party Methods:

These include the use of private employment agencies, management consultants, professional bodies/associations, employee referral/recommendations, voluntary organisations, trade unions, data banks, labour contractors etc., to establish contact with the job- seekers.