Healthcare Systems: Job Description, Research Paper Example

How is a job description document derived?

Carrying out an evaluative process by which the different panels of the organization are involved, a job description document is derived to establish what a particular job position requires from an applicant, how its responsible points should be carried out and how it should be given attention to by the organizational supervisors as they tend to evaluate the company’s capacity for further progress.

The finalization of a job description document is then submitted to upper command supervisors in an organization for further revision and approval. Once approved this document is submitted to the HR department for implementation during the hiring process and even during the evaluation process dedicated to improving company personnel performance.

Deriving such a document is an important foundation for any type of workforce as it specifies who is fit to complete a task relating to a specific position in the organization. It also provides the supervisors a chance to see who deserves to be applauded for a job well done hence opening doors for reward and promotion hence boosting up the capacity of the individuals to perform better.

How does it impact a healthcare organization?

Healthcare organizations would best be able to benefit from the creation of a job description document as it would provide the group a chance to see who among its personnel staff actually fits a particular position. Furthermore, having a specific JDD would make it easier or HR personnel to delegate particular tasks to specific individuals who have the capacity to take on the pressure that such positions impose. From this point, the correct placing of individuals in the right position of work would actually create a more responsive environment which creates benefits not only for the entire organization but especially for the clients that they serve. From this point, it could be realized that the creation and implication of the clauses included in a JDD would instantiate a better work culture among personnel trying to complete their assigned tasks in healthcare facilities which improves the quality of service that they are providing the society with.

References

Torrington & Hall. Personnel Management: A New Approach. Prentice Hall International. pp. 205.

Rausch, E., Sherman, H., & Washbush, J. B. (2002). Defining and assessing competencies for competency-based, outcome-focused management development. The Journal of Management Development, 21, 184-200

Schmidt, F.L., & Hunter, J.E. (1998). The validity and utility of selection methods in personnel psychology: Practice and theoretical implications of research findings. Psychological Bulletin, 124, 262-274