Job Analysis

Job Analysis PAGE 1

Job Analysis for Clinic Efficiency

Job analysis is an essential part of personnel selection . Personnel selection , being part of every organizational system is done by leaders or managers of the organization to distinguish and recruit the best qualified people for the job and appoint personnel for success in the organization

Job analysis is the study of position to determine what knowledge skills , aptitude and personal characteristics are needed to perform certain responsibilities successfully (Tomey 354 .Analysis does not consist of any attempt to change the task

More exactly , job analysis is started by developing a job and position requirements . Tools that may be used for job analysis includes questionnaires , interviews , observation and logs . These tools provide information about the job title and summary , duties performed equipment used , working conditions and relationship to other positions Swansburg and Swansburg in their book Introductory Management and Leadership for Nurses stated that job analysis determines minimum requirements (type and level of knowledge , aptitude and personal characteristics ) and consequently set standards for factors such as education , experience , intelligence , personality and physical strength

Job analysis is a major consideration in employee recruitment , hiring orientation and training programs , performance appraisal , placement transfers and promotions it consequently influences the services given of a certain company or institution

In the study made in Veterans Health Administration wherein there is an overlapping of performance of primary care tasks among multiple occupational groups , job analysis and job s can be used effectively . The foremost use of these is to have specifications of the job , of the major duties and responsibilities and organizational relationship of each given position . Since the findings of the study showed that some of the works are not utilized effectively such as those of the clerks and health technicians , while the registered nurses

Job Analysis 2

physicians , advanced practitioners , and licensed vocational nurses are performing the same of tasks in a high percentage (60-97 , it is necessary to lay down the major duties and responsibilities of each member of the Veterans Health Administration to avoid an overlap . There is a need to draw back from job s wherein the title of the job indicates the major responsibilities that sets one job apart from the others . To be more specific , it is necessary to check what are the major tasks of the registered nurses that separate them apart from the licensed vocational nurses and others . Or what are the major responsibilities of the physicians that differentiate them from other member of the healthcare team . Job should be utilized to check the verbs used to describe the action of each job . These verbs are usually specific rather than vague . The job s also include the frequency of the task , if it should be done daily or periodically Job analysis on the other hand can be used to check if the knowledge and skills of the personnel are used effectively such as those of the clerks and health technicians . Assessment of what should be done...