In the healthcare industry change is constant and Ecclesiastes 3:1 says,
“For everything there is a season, and a time for every matter under heaven”
(English Standard Version, 2001). Human resources mangers along with their
employers must update their job descriptions to match their current needs as
jobs and industries. A job analysis outlines the responsibilities, duties, and
abilities needed for a particular position. Job Analysis supports all other
management activities including recruitment and selection, training and
development need analysis, performance analysis and appraisal, job
evaluation, job rotation, enrichment and enlargement, a right job-individual
fit creation and regulation of entry and exit of talent in an organization. The
process is the basis of all these important management activities, therefore,
requires solid ground preparation. A properly performed job analysis is
adequate for laying strong organization foundation. An in-depth examination
of a particular position is required for a job analysis, which produces data for
a position description. A variety of sources are used by an individual
conducting the job analysis to assemble information on positions as
Conner et al. (2020) mentions examining the duties performed by experts in
an area can help one better comprehend that profession. McConnell (2021)
identifies these to include talking to present employees (interviews),
watching them do job-related responsibilities or functions (observation),
looking over worksheets or questionnaires filled out by staff members, and
gathering information from various sources.
A popular tool used to conduct job analyzing is the Position Analysis
Questionnaire, PAO, by having job employees and their superiors’ complete
questionnaires, this well-known and widely utilized technique is used to
examine a work. The process was developed by a skilled and knowledgeable
job analyst and entails speaking with employees and subject matter experts,
who are then used to evaluate the questionnaires. It is a standardized
questionnaire for job analysis that analyzes job features objectively and links
them with personality factors. A position's functions and objectives are
defined in the questionnaire, which also helps in evaluating a position's core
duties, the suitability of the position description, if a position can be excused
from overtime requirements, and other things. The Position Analysis
Questionnaire would enable a Human Resources manager to assess the
position's necessity and, if so, its proportional worth in relation to the
position's contributions to the organization. This kind of analysis would
enable them to identify any areas where responsibilities might overlap with
those of others. In the end, this can be used to decide the extent to which
numerous positions can be combined into a single position with the purpose
of conserving HR resources and improving productivity level.
Job analysis can be conducted in any organization. In a recent study,
job analysis was conducted to further explains the critical role of pharmacy
preceptors. Researchers acknowledge the task of the preceptor has not been
clearly described in research studies, therefore getting input from
professionals in the field could assist the academy define more
comprehensive abilities required of preceptors (DeAngelis et al., 2019). An
answer to this lack in the literature is provided by job analyses, which are
frequently utilized in human resources analysis. In general, job analyses are
used to develop job descriptions, specify evaluation standards, and provide
guidance for licensing exams. Depending on the objective and anticipated
results, job analyses may use a variety of approaches.
References
Connors, E. M., McMahon, J. M., & Lee, H. (2020). Job-task analysis of vision
rehabilitation therapists. Journal of Visual Impairment & Blindness, 114(2),
138-151. https://doi.org/10.1177/0145482X20906709 Links to an external
site.
DeAngelis, J. T., & Wolcott, M. D. (2019). A job analysis to define the role of
the pharmacy preceptor. American Journal of Pharmaceutical
Education, 83(7), 7196-1491. https://doi.org/10.5688/ajpe7196 Links to an
external site.
English Standard Version. (2022). English Standard Version
Online. https://www.esv.org/ Links to an external site. (Original work published
2001)
McConnell, C.R. (2021). Human resources management in healthcare
management.
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