Health care organization move in a dynamic complex matter that it is imperative for
Human Resource managers to utilize various methods to ensure the success of the organization
by analyzing workflow processes, and make sure that they align with the organization’s mission
and goals. When the workflow process is not efficient patients’ health can be put at risk and the
overall success of the organization become fragile. With new developments and the use of
technology our health care system continues to adapt and grow; with this, any organizations are
needing more staff to facilitate patient flow, and new positions are opening up creating more job
opportunities. As this happens managers must be up to date on the fluidity of positions and
ensure that the description of the activities that their employees perform are current and accurate
(McConnell, 2021). To do this Human Resource professionals must perform a job analysis,
which involves the extensive study of a specific position and yields information for a position
description (McConnell, 2021). To conduct this analysis there are various methods a HR
professional may use.
The first most effective method may be interviewing, with this process the analysts would
collect information from employees about their tasks and how they are coping with them. The
best way to retrieve need information is from the source, however in order for this method to be
effective to gather the necessary information the analyst must know how to structure the
interview and questions. Powell & Brubacher (2020) state that good interviewing skills involve:
directing the interviewee to the information required, minimizing defensiveness and anxiety,
overcoming people’s tendency to suppress information, avoid introduction of information that
has not been said, and encouraging accurate, coherent and elaborate detail. With this process it is
important for the interviewee to feel comfortable so that he or she does not feel as if their job is
in jeopardy if they say the wrong thing. In addition, the interviews should be structured the same
way to aid in limiting variability among individuals who have the same job titles. In addition, it
gives the organization an opportunity to evaluate if employee’s description of their job duties
aligns with what the organization thinks they do and what they want them to do.
Another useful method is observation, in this method job analysts are able to observe
employee’s daily routine and collect the necessary information based on what they have
observed, the information obtained is direct rather than indirect where opinions may vary.
However, it should be also noted that employee may not complete tasks or work harder than
normal, therefore the information obtained may include errors if the employee knows that there’s
an observation happening. In addition, certain roles and every duty may not be obtained or may
be difficult to obtain in order to have accurate information. In contrast the observation method
allows HR professionals to identify if certain ways employees’ complete tasks are efficient and
aid in implementing changes to increase more efficiency. Work in healthcare many of us have
experiences system changes, and management sends out an email explaining how the system is
supposed to increase productivity when in fact it slows down our processes. Too often are
decisions in regard to productivity made without proper analysis of the functionality of duties.
Human Resources Management can be defined as the act of managerial activities and
responsibilities concerned with developing and maintaining a competent employee (Manzoor et
al., 2019). These activities aid in increasing productivity and organizational success. To achieve
this HR professionals must have an understanding of the duties. “Making your ear attentive to
wisdom and inclining your heart to understanding; yes, if you call out for insight and raise your
voice for understanding, if you seek it like silver and search for it as for hidden treasures, then
you will understand the fear of the Lord and find the knowledge of God” (Proverbs 2:2-5).
Understanding of individuals thoughts and concerns stems from displaying support, care and
asking questions, this will make the employee feel supported in the organization. “Ask, and it
will be given to you; seek, and you will find; knock, and it will be opened to you” (Matthew 7:7).
References
Manzoor, F., Wei, L., Bányai, T., Nurunnabi, M., & Subhan, Q. A. (2019). An examination of
sustainable HRM practices on job performance: An application of training as a
moderator. Sustainability (Basel, Switzerland), 11(8),
2263. https://doi.org/10.3390/su11082263
McConnell, C.R. (2021). Human resources management in Healthcare Management: Jones &
Bartlett. ISBN: 9781284155136.
Powell, M. B., & Brubacher, S. P. (2020). The origin, experimental basis, and application of the
standard interview method: An information‐gathering framework. Australian
Psychologist, 55(6), 645-659. https://doi.org/10.1111/ap.12468
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