Effective Job Descriptions and the Health Care Sector

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy

If the requirements of any kind of job are unclear, the tendency is for the manager or business owner to assign random tasks and responsibilities to an employee. If the manager is always there to support and direct the employees, then perhaps the job description may not be very necessary. However, this is not the case. A job description sets forth the basic expectations from an employee. It clarifies the terms of the relationship between the employer and the employee. It will also prevent miscommunication in the long run.

A good job description also helps management in the recruitment process as it attracts only those people who are capable and able to meet the requirements of the job. Beyond the recruitment stage, a good job description is also a good starting point in the evaluation of employees (Dobbins & Ehmke, 2005). Creating a job description is one thing, but making sure that it is an effective one is another. In writing an effective job description, Dobbins and Ehmke (2005), have put forward several pointers. The first step in doing this is job analysis.

This entails looking at the tasks needed to be accomplished in consideration of work environment and the outputs that must be generated. Moreover, it identifies the types of skills and qualifications needed that will help in fulfilling the job. The second part is the job design, which entails looking at the effect of a particular position to other positions within the organization. Not only that, it also addresses the work flow and how individual positions relate to the overall structure and processes of the organization.

Dobbins and Ehmke (2005) also went about to enumerate the components of a job description. These are the Title; Job Summary; Job Tasks, Responsibilities and Authorities; Job Qualifications; Supervision; Working Conditions; and Salary and Benefits. When these components are present, then a job description will contain all the needed information that job seekers and even current employees need. This will also provide managers with a clear idea of what to require from the employees.

It is also worth noting that the job description is a legal document that stipulates the expectations from the employee (Chow & Kleiner, 2002). Although every type of organization can be affected positively by good job descriptions, the need for this is also evident in health care organizations. Any clinic or hospital should be aware of the number of people that it provides services to. When this is established, then the management of these institutions needs its human resource department to plan for its workforce (Griffith & White, 2006)—how many nurses, doctors and aides are needed.

An effective job description will facilitate the selection of health practitioners that will serve in the organization. Moreover, it will also help the human resource department understand the types of training that they will provide to the employees and even to managers concerned. Such training will be helpful in equipping staff who in delivering their services. Although the job description in itself will not directly determine the number of health care practitioners needed for the organization but it will be helpful in understanding how much work a person can deliver.

This will then be helpful in determining the actual number of practitioners needed. Given the demanding nature of the job of health practitioners, it is important to ensure that there is a good number of people to meet the health care needs of the organization’s clients. Consequently, a good number of practitioners will also ensure that employees have a good work-life balance, thereby ensuring their continued stay in the organization (Chow & Kleiner, 2002).

Reference Chow, C. M. & Kleiner, B.H. (2002). How to Differentiate Essential Job Duties from Marginal Job Duties. Managerial Law, 44 (1/2), 121-127. Dobbins, C. & Ehmke, C. (2005). Developing Effective Job Descriptions for Small Businesses and Farms. Agricultural Innovation and Commercialization Center. Retrieved 12 August 2007 from http://www. ces. purdue. edu/extmedia/EC/EC-728. pdf. Griffith, J. R. & White, K. R. (2006). The Well-Managed Healthcare Organization (6th edn). Chicago, IL: Health Administration Press.

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy There are many different ways that that a Medical Organization could be ran effectively and successful. As a dental …

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy As doctors are put into hospitals to keep patients alive and healthy, Hospital Administrators are put in hospitals to …

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy Health Care Managers Roles and Functions Health care managers play a part in many roles and functions. “A manager …

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy We are all familiar with the ‘ROBOTS’. So, the question is that, “WHAT IS A ROBOT? ” The answer …

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy Developing an Effective Human Resource Management Policy for Ensuring Proper Health Care Management in Saudi Arabia Due to the lack …

We use cookies to give you the best experience possible. By continuing we’ll assume you’re on board with our cookie policy Job Description and its Impact in Health Care WE WILL WRITE A CUSTOM ESSAY SAMPLE ON ANY TOPIC SPECIFICALLY …

David from Healtheappointments:

Hi there, would you like to get such a paper? How about receiving a customized one? Check it out https://goo.gl/chNgQy