developa 3-4-page paper reproducing your understanding and capability to apply thereadings to your Health Care Human Resource Department.
1. Introduction (25%) Provide a briefsynopsis of the meaning (not a description) of each Chapter and articles youread, in your own words.
2. Your Critique (50%)
a. Job Analysis: Most Common Methods of JobAnalysis
- Observation Method: A job analyst observes anemployee and records all his performed and non-performed task, fulfilledand un-fulfilled responsibilities and duties, methods, ways and skillsused by him or her to perform various duties and his or her mental oremotional ability to handle challenges and risks. However, it seems one ofthe easiest methods to analyze a specific job but truth is that it is themost difficult one. Why? Let’s Discover.
It is due to the fact that every person hashis own way of observing things. Different people think different and interpretthe findings in different ways. Therefore, the process may involve personalbiasness or likes and dislikes and may not produce genuine results. This errorcan be avoided by proper training of job analyst or whoever will be conductingthe job analysis process.
This particular method includes threetechniques: direct observation, Work Methods Analysis and Critical IncidentTechnique. The first method includes direct observation and recording ofbehaviour of an employee in different situations. The second involves the studyof time and motion and is specially used for assembly-line or factory workers.The third one is about identifying the work behaviours that result inperformance.
- Interview Method: In this method, an employee isinterviewed so that he or she comes up with their own working styles,problems faced by them, use of particular skills and techniques whileperforming their job and insecurities and fears about their careers.
This method helps interviewer know whatexactly an employee thinks about his or her own job and responsibilitiesinvolved in it. It involves analysis of job by employee himself. In order togenerate honest and true feedback or collect genuine data, questions askedduring the interview should be carefully decided. And to avoid errors, it isalways good to interview more than one individual to get a pool of responses.Then it can be generalized and used for the whole group.
- Questionnaire Method: Another commonly used jobanalysis method is getting the questionnaires filled from employees, theirsuperiors and managers. However, this method also suffers from personalbiasness. A great care should be takes while framing questions fordifferent grades of employees.
In order to get the true job-related info,management should effectively communicate it to the staff that data collectedwill be used for their own good. It is very important to ensure them that itwon’t be used against them in anyway. If it is not done properly, it will be asheer wastage of time, money and human resources.
b. Jobdescription: A broad, general, and written statement of a specific job, based on the findings of a job analysis. It generally includes duties, purpose, responsibilities, scope, and working conditions of a job along with the job’stitle, and the name or designation of the person to whom the employeereports. Job description usually forms the basis of job specification.
c. Develop recruitment and interviewingstrategies: Each position requires a documented Recruitment Plan which isapproved by the organizational unit. A carefully structured recruitment planmaps out the strategy for attracting and hiring the best qualified candidateand helps to ensure an applicant pool which includes women and underrepresentedgroups including veterans and individuals with disabilities.
Inaddition to the position’s placement goals the plancontains advertising channels to be used to achieve those goals. Therecruitment plan is typically developed by the hiring manager in conjunctionwith the Departmental HR Coordinator. Placement goals identified are displayedon the position requisition in the ATS.
- Posting Period
- Placement Goals
- Additional Advertising Resources
- Diversity Agencies
- Resume Banks
Whatis your reaction to the content of the articles?
Whatdid you learn about the recruitment process? Describe and state how recruitmentand retention play an important role in facilitating organizational success?
Did these Chapters and articles change yourthoughts about personnel selection and Onboarding? If so, how? If not, whatremained the same?
3. Conclusion (15%)
Briefly summarize your opinions &deduction to your critique of the articles and Chapter you read. How did these articles and Chapters influenceyour judgements on Training and Development?
Evaluation will be based on how clearly yourespond to the above, in particular:
a) The clarity with which you critique thearticles;
b) The depth, scope, and organization of yourpaper; and,
c) Your conclusions, including a descriptionof the impact of these articles and Chapters on any Health Care Setting.