For higher-level occupations that have a series of components and facets, a competency-based analysis is more useful. For example, to ensure that the individual had rapport with patients served by the facility, one of the competencies might be defined as working in a hospital environment in a major urban location. While "competencies include knowledge, skills, and abilities, they "are more than that. There is a component of behavior, performance outcomes, motivation, and attitude included in the concept" (Senior Professional in Human Resources Exam Prep: Workforce Planning and Employment, 2007, Pearson Education).
If either competency or task-based analysis must be selected for the entire organization, given the critical nature of the health providing personnel, the former should be selected over the latter. Furthermore, it could be argued that even the most basic administrative tasks will be successfully executed, if the 'right' people are found, who possess the certain core administrative competencies like organizational ability, even if they must be trained in some of the standard operating procedures of the office. Overall, "traditional or task-based job analysis focuses on the job and what is actually being done, whereas competency-based analysis focuses on the person and how the job outcomes are to be accomplished," which is why competency-based analysis has become more favored in the current occupational environment (Senior Professional in Human Resources Exam Prep: Workforce Planning and Employment, 2007, Pearson Education).
All jobs require some training, and eventually, all jobs will require a certain amount of...
Job Analysis Selection • Conduct a job analysis. • Outline a workforce planning system. • Create a selection process staffing. Course Assignments 1. Readings • Read Chapter 5 -- 7 Managing Human Resources. Job Analysis Selection As InterClean and EnviroTech completed their merger, the operational complexities of the resulting companies significantly increased. At the primary level, one could observe the fact that the organization would no longer simply offer cleaning products, but
Job Analysis Selection InterClean merged EnviroTech, a result, a strategic direction. The company longer sell cleaning products, provide full-service cleaning solutions organizations health care industry. Job analysis and selection As InterClean merged with EnviroTech, the resulting company is one with an increased operational complexity. Specifically, instead of simply selling cleaning products, the new firm would also be offering cleaning services to customers in the health care industry. This specifically means that the
Job Analysis and Job Descriptions in Recruitment and Selection Job analysis and description is a specific approach used by modern business organizations to identify and attract the most suitable employment candidates for positions (Kinicki & Williams, 2005; Scott, Reynolds, & Church, 2010). However, it also comprises much broader functions that are conducive to organizational success and growth. Specifically, the job analysis and description process allows business (and other employing) organizations to
According to the U.S.A. Today (Borenstein, 2007), the latest IPCC report states that within twenty years "hundreds of millions of people won't have enough water." And while safe drinking water may not be available to those millions of people, tens of millions of others will be "flooded out of their homes each year" as rising temperatures cause polar ice caps to melt. "Tropical diseases like malaria will spread" and in
candidate, as well as better facilitate that person's performance, and reward the person more effectively when a job is done well. This paper will analyze the position of Front Desk Receptionist. It will describe the job, based on five elements, conduct a job analysis, describe testing that may be appropriate for this position, overview methods of employee performance evaluations, and detail an employee training program for this position, giving
C. revealed some factors affecting healthcare costs. This includes (Francis, 2003). Drug companies who are spending roughly as much on advertising and promotion - $20 billion a year - as they do on research and development of new drugs. American pharmaceutical firms employing one sales person for every physician in the country. They also pick up the tab for doctors to attend seminars promoting their products. New technology - from diagnostic devices to
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