It would be easy to confuse job analysis with job description, and you may even think they are interchangeable, but they are different in what they both entail. A job description is simply what it states, a description of the job. Within this information it gives you the overall tasks and duties that the person in that position is responsible for within the current job setting (Government of Northwest Territories, n.d.). This description lets you know what responsibility you have as part of the organization you work for. Every job posting you read you always will see a list of requirements. This may include some form of a degree or certification. This is not to entail what the person is good at, or a skill set they can bring to the table. …show more content…
One of the first things you need to do is speak with the manager. Find out what job duties specifically a person in the position is responsible for. We all know that what is in our job descriptions and what we actually do will vary. Many people will willingly or be asked to take on other work to help fill in the gaps within the department, but it is probably not documented within the description. While having employees that are willing to go above and beyond is great, you do not want to take in the extra work performed into account during the analysis phase. Studying, watching, and interviewing what the person does in the position would come next. After information is gathered from multiple sources, the person responsible for the job analysis will sit with the position incumbent to make sure the information is correct. A position incumbent is someone who is currently in the position and can give the most factual information about what it entails (Fallon & McConnell, n.d.). The analysis is then given to the manager above the position to see if there is anything that needs to be added or taken away (Fallon & McConnell, n.d.). After this takes place, it is then the responsibility of administration to approve the job position, and file the description where …show more content…
You will want to know who your direct supervisors will be as well as what department you work for. This information can also typically tell you where you will fall in the hierarchy of the company.
Reference
Fallon, L. F. & McConnell, C. R., (n.d.). Human Resource Management in Health Care. Retrieved from https://www.betheluniversityonline.net
Having a job description laid out in front of you while trying to fill a position is a useful tool. It gives you the detailed information for the position to be able to compare that to applications and resumes. You want to be sure that the applicants you may be considering have some work experience in what you are looking for. While you typically will not find a candidate that has done every job duty you have listed under the job description, you can find ones that have done most, or a few, and train them on what they don’t
Mathis, R. L., & Jackson, J. H. (2010). Human resource management (13th ed.). Mason, OH: Thomas/South-western
- Shi, Leiyu. Managing Human Resources in Health Care Organizations. Sudbury, MA: Jones and Bartlett, 2007.
If I were to conduct a job analysis in a company with no job description, I would follow two steps to assist in the creation of a description. My first task would be to ask the supervisor what the job title is, the purpose of the position, and who the employee will be reporting to, as mentioned in the job description handout. My second task would be to go on O*Net to obtain the specific details of the occupation; such as skills,
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
Fred J. B. & Fottler, 2011.Fundamentals of Human Resources in Healthcare. Health Administrative Press, Chicago, Illinois. Print.
A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.
A job description is a document that is used by an organization to clarify the important job requirements, duties and responsibilities and the skills required by an employee to perform a specific role at work. A job description forms the basis of many activities like hiring, job placements, salaries/compensation, setting expectations and performance management all of which affect an employee. The job description will also give a summarized overview of the role of the employee and how the role is related to the vision of the organization (Baker, 2017). The job descriptions that will be given to the employees of St. Jessica's Urban Medical Center will help the Board of Directors align the staff duties with the vision of the Medical Center.
The job description is useful to explain the scope, purpose, duties and responsibilities of a specific job.
Fallon, L.F, & McConnell, C.R. (2007). Human resource management in health care. Sudbury, MA: Jones and Bartlett publishers.
a. Job analysis is a process of collecting data form determining the knowledge, skills, and abilities required to perform a job successfully and to make judgements about the job. The process of analyzing a job is used a tool for recruitment, classification, selection, training, and appraisals to name a few. Job analysis provides a current information which can be used to write job descriptions and job rankings assisting with position classification, in terms of recruitment this process provides information that is up to date for position announcements.
Human Resource Management is defined as the process of managing human talent to achieve an organization’s objectives (Bohlander & Snell, 2010). A more detailed definition is given by the Society for Human Resource Management which states that “human resource management is the function within an organization that focuses on recruiting, managing, and providing direction for the people who work in the organization” (Schmidt, 2011). The role that human resource management plays is the most vital in all business organizations. This importance is easily seen in running a health care facility. Human resource in health care is important in improving the overall patient health outcomes and the delivery of health care services.
Fallon, L.F, & McConnell, C.R. (2007). Human resource management in health care. Sudbury, MA: Jones and Bartlett Publishers.
Job analysis is the process of identification and determination of tasks, responsibilities, duties, skills and knowledge required for performing some particular job in organization. Information regarding the job objectives, responsibilities, working conditions and tasks/duties to perform is related to job descriptions. Job specifications comprise qualifications, experience, skills and abilities which an employee should posses in order to meet the demands of a specific job. Documentation and analysis of job descriptions and job specifications are aimed to identify and develop the most sufficient employment procedures, such as staffing, training and development, compensation, performance appraisal, and others.
The purpose of a job description is to alert the applicant about all the information that would be required to do the job role. It would also give a prospective of all the responsible and duties to should be completed as part of the specified job role. A job description determines different factors such as whether the vacancy is temporary, permanent or the working time. The job description reasons on helping Morrisons finding the right employee and it prevents businesses from breaking the law; whereas
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...