Florida National University

HSA-6142Health Care Human Resources Management Week 5

Job Analyses, Descriptions, Recruitment & Interviewing Strategies

(Finding the Right Person for the Job): Chapters 12, & 13

Objective: For this assignment, you will critically evaluate a specific job within the health care of your choosing and conduct a job analysis, create a job description, and develop recruitment and interviewing strategies. You are encouraged to choose a job related to your field (Health Service Administrator). The paper will be 3-4 pages long. More information and due date will provide in the Fourth Week assignments link.

ASSIGNMENT GUIDELINES (10%):

Students will critically analyze the readings from Chapters 12 and 13 in your textbook. This assignment is designed to help you evaluate, analyze, and apply the readings to your Health Care Human Resource department as well as develop the groundwork for all of your outstandingprojects.

You need to read thechapters assigned for week 5 and develop a 3-4-page paper reproducing your understanding and capability to apply the readings to your Health Care Human Resource Department. Each paper must be typewritten with a 12-point font and double-spaced with standard margins. Follow APA style 7^th edition format when referring to the selected articles and include a reference page.

EACH PAPER SHOULD INCLUDE THE FOLLOWING:

Introduction (25%) Provide a brief synopsis of the meaning (not a description) of each Chapter you read, in your own words.

Your Critique (50%)
Job Analysis: Most Common Methods of Job Analysis

Observation Method: A job analyst observes an employee and records all his or performed and non-performed tasks, fulfilled and unfulfilled responsibilities and duties, methods, ways and skills used by him or her to perform various duties, and his or her mental or emotional ability to handle challenges and risks. However, it seems one of the easiest methods to analyze a specific job but truth is that it is the most difficult one. Why? Let’s Discover.

It is because every person has his or her way of observing things. Different people think differently and interpret the findings in different ways. Therefore, the process may involve personal bias or likes and dislikes and may not produce genuine results. This error can be avoided by proper training of job analysts or whoever will be conducting the job analysis process.

This particular method includes three techniques: direct observation, Work Methods Analysis, and Critical Incident Technique. The first method includes direct observation and recording of the behavior of an employee in different situations. The second involves the study of time and motion and is specially used for assembly-line or factory workers. The third one is about identifying the work behaviors that result in performance.

Interview Method: In this method, an employee is interviewed so that he or she comes up with their working styles, problems faced by them, use of particular skills and techniques while performing their job, and insecurities and fears about their careers.

This method helps the interviewer know what exactly an employee thinks about his or her job and the responsibilities involved in it. It involves analysis of the job by the employee himself. In order to generate honest and true feedback or collect genuine data, questions asked during the interview should be carefully decided. And to avoid errors, it is always 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 job analysis method is getting the questionnaires filled from employees, their superiors, and managers. However, this method also suffers from personal bias. Great care should be taken while framing questions for different grades of employees.

To get true job-related info, management should effectively communicate to the staff that the data collected will be used for their good. It is very important to ensure that it won’t be used against them in anyway. If it is not done properly, it will be a sheer waste of time, money, and human resources.

b.Job description: 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’s title, and the name or designation of the person to whom the employee reports. Job description usually forms the basis of the job specification.

Develop recruitment and interviewing strategies: Each position requires a documented Recruitment Plan which is approved by the organizational unit. A carefully structured recruitment plan maps out the strategy for attracting and hiring the best-qualified candidate and helps to ensure an applicant pool that includes women and underrepresented groups including veterans and individuals with disabilities.

In addition to the position’s placement goals, the plan contains advertising channels to be used to achieve those goals. The recruitment plan is typically developed by the hiring manager in conjunction with the Departmental HR Coordinator. Placement goals identified are displayed on the position requisition in the ATS.

Recruitment plan elements:

Posting Period
Placement Goals
Additional Advertising Resources
Diversity Agencies
Resume Banks

What is your reaction to the content of the Chapters?

What did you learn about the recruitment process? Describe and state how recruitment and retention play an important role in facilitating organizational success.

Did these Chapters change your thoughts about personnel selection and Onboarding? If so, how? If not, what remained the same?

Conclusion (15%)

Briefly summarize your opinions&deduction to your critique of the Chapters you read. How did these Chapters influence your judgments on Training and Development?

Evaluation will be based on how you respond to the above, in particular:

a) The clarity with which you critique the chapters.
b) The depth, scope, and organization of your paper; and,
c) Your conclusions, including a description of the impact of these Chapters on any Health Care Setting.

Due date: Saturday, November 26, 2022, at 11:59 PM

ASSIGNMENT RUBRICS

Assignments Guidelines	10 Points	10%
Introduction	25 Points	25%
Your Job Analysis	50 Points	50%
Conclusion	15 Points	15%
Total	100 points	100%

ASSIGNMENT GRADING SYSTEM

A	90% – 100%
B+	85% – 89%
B	80% – 84%
C+	75% – 79%
C	70% – 74%
D	60% – 69%
F	50% – 59% Or less.

Dr. Gregory