The Importance Of Job Descriptions And Selection Process For Community Health Registered Nurses At NWRH Hospital

Overview of Job Description

Discuss about the Key features of good quality job descriptions, and Different ways in which job descriptions can be used.

A job description refers to a document describing tasks, duties as well as the responsibilities of a given job position. It contains elements such as the qualifications and skills required for a given position, the expected salary range as well as the functionary to whom the person to be employed will be reporting to(Aziri, 2011). The preparation of this document is usually after a job analysis has been done to determine the required sequence of tasks necessary for the successful execution of the job.

As an essential tool for the employers and employees, a good job description ought to provide an overview of the job with enough details. This will provide room for effective pre-employment screening, interviewing, and employee training after recruitment as well as employee development(Berman, et al. 2012). The good job description has features provides information which enables the employer to know the suitability of the employee to the position, the areas to focus on in employee training while at the same time, it also gives direction to the employee on the person they are to report to(Piccolo & Colquitt, 2006).

It has features such as;

• Skills, qualifications and education of the job applicant
• Personal characteristics of the job applicant
• Job responsibilities
• The chain of command within the organization relating to the position

A job description can be used for the following purposes;

• Managing the performance of the employee. It enables the employer to measure the performance of the employee against the performance goals outlined in the job description.
• It is used in employee development and training. It can be used as an incentive to push employees into training to match the outlined job descriptions
• Can be used in coming up with employee appraisal programs. It gives a measuring index which the employer can use to assess who deserves to be rewarded and who does not by measuring employee performance against the job description(Ross, 2017)

Conclusion

A job description is a versatile tool for management. It identifies the position by title, highlights the essential functions expected of the employee, as well as the required qualifications for the job. Moreover, it describes the abilities, skills as well as the knowledge required for the effective execution of the advertised job. All these help not only the employer but also the employee in fitting in properly within the organization by polishing their skills to match the job description.

NWRH Hospital vacancy announcement

North West Regional Hospital (NWRH) is a modern health facility with 160 bed space. The health facility located at Burnie provides high quality care as well as special services to the communities of North West Tasmania and King Island. Among the main services offered by the facility are surgical, medical as well as allied health specialties via both outpatient and inpatient departments. Moreover, the hospital offers intensive care services to patients suffering from trauma and other medical conditions. We are expanding our home health care agency and therefore need a community health registered nurse to work in one of our outreach sites effective immediately(Pennell, 2010). Since most of our patients are terminally ill, we hire persons who are thoughtful and most compassionate. Your responsibility will entail the management of a heavy case load hence possession of time management skills is critical(Brannick & Levine, 2002).

Features of a Good Job Description

Similarly, you will be required to provide a high level of attention to every patient to enable them meet their individual needs. Submit your resume if you are an individual who enjoys working one-on-one with patients in an outside clinical setting

The Community Health Registered Nurse duties and job responsibilities

• Assessment of the condition of patients during every visit and provide your observation
• Performing evaluation tasks such as a review of medication and critical signs
• Medication administration according to the physician’s prescription.
• Dressing and redressing of open wounds and assessment of the patients’ healing progress.
• Educating patients and their families on responsibility and effective care procedures and strategies

Qualification and skills for the position

• You must be registered and licensed by the state
• 3+ years of experience in a similar field
• Excellent time management and communication skills
• Ability to multitask and travel to meet multiple patients in a day
• A friendly and compassionate individual

Recruitment procedure

The recruitment and selection process will be transparent and strictly based on merit. Any effort by the applicant to influence the process of selection will lead to automatic disqualification without any notice(Brookes, et al. 2007). For further information on the job description, qualification, experience and application, visit the NWRH Hospital online portal: www.nwrhvacancy.org.

Assessment/evaluation methods

To ensure an effective selection process for the Community Health Registered Nurse, NWRH Hospital will use assessment methods that are predominantly based on the task as well as those that are predominantly NWRH -based as follows;

NWRH Hospital assessment methods

Job knowledge evaluation: The hospital will use the job knowledge evaluation to whether the recruit possesses the essential knowledge for the successful execution of the tasks.

Evaluation of cognitive ability: The health facility will assess the mental abilities of the recruit by evaluating the reasoning ability, verbal ability as well as the ability to examine and interpret health conditions of patients. This will be done through administering multiple choice questions to the recruit to answer(Carter, 2010). The total score at the end of the exercise represents the measure of the mental ability of the recruit.

Personality evaluation: These will be used to assess whether the employee has the relevant traits for effective job performance. Here, the hospital will assess personality traits such as conscientiousness, agreeableness, how much the recruit is open to experience, extraversion as well as the emotional ability of the new employee.

Structured interviews:  NWRH Hospital will use structured interview questions to assess the possession of softer skills by the recruit such as interpersonal skills, leadership skills, communication skills, planning, adaptability as well as organizing skills(Sullivan-Bentz, et al. 2010).

Evaluation of the situational judgment: The community health care will use situational judgment tests to assess the ability of the recruit to manage various situations that may rise in the course of duty(Chang & Liu, 2008). The candidate will be asked to explain how he will hand a given situation if it a rose in the course of duty.

Biographical data: The management will seek to obtain knowledge on the background, personal characteristics, interests as well as hobbies which are relevant to the performance of community health care duties

Purposes of a Job Description

Work sample evaluation: The organization will use work sample tests to evaluate the capability of the candidate to perform specific roles using available equipment. For instance, the organization will test the ability of the Community Health Registered Nurse to operate medical equipment, repair and troubleshoot the equipment as well as the ability of the nurse to organize and plan the given work(Kuoppala, et al. 2008).

Assessment centers: The organization will use assessment centers to evaluate the managerial and supervisory competency of the candidate. Candidates will be required to conduct a series of simulative exercises representative of the nursing care responsibilities as well as the tasks which they will face in the job if considered(Cho, et al. 2008). The candidate will be required to carry out the simulation exercise as if they were carrying out the real nursing job.

• What drove you into becoming a nurse?
• Can you give an example of a case where you had to deal with a patient who was demanding and difficult ad tell us what you had to do to manage the patient?
• Why do you want to work at the NWRH Hospital?
• According to you, what are the most essential traits which one should have to be regarded as an effective nurse?
• Can you list some of the challenges a community health nurse is likely to encounter and state how as a community health nurse you would handle the challenges?
• Why do you feel you are the most qualified person for this job?
• Tell us how you manage to work effectively under pressure?

Interview panel members and their respective roles

1. Osborne Kevin -Head of Human Resource

The head of human resource is in charge of coordinating the selection process. He sets the rules of the game, chairs the interview session as well as has the final say on issues which arise during the interview process.

1. Calvin Clain -Head of Corporate Affairs

The head of the Corporate Affairs department is in charge of ensuring that the candidate has effective PR skills which will enable him promote and maintain a stable relationship with the patients, their families as well as with the entire community.

1. Mary Jane -Head of Communication

The Head of Communication Department is in charge of ensuring that the candidate has effective communication skills. Being a professional in communication, he is able to observe whether the candidate has effective communication skills such as proper use of non-verbal cues(Haq, et al. 2008). Therefore, he gives expert advice on the suitability of the candidate in terms of whether he possesses the necessary communication skills or not.

Induction and orientation checklist

Congratulations for being selected to work as a Community Health Registered Nurse at NWRH Hospital. Upon your arrival, you will be taken through the induction and orientation program which will be introduced by the facilitator(Kovner, et al. 2009

Candidate Details:

Name:………………………………………………………..

Team…………………………………………………………

Base…………………………………………………………

Start Date……………………………………………….

Name of HR Officer

I confirm that service induction and orientation has been completed

Signature of Mentor …………………………………………….     

Print Name ………………………………………………

To ensure that the selection process followed the right procedure and the new employee has all the requirements for the job, the human resource and audit checklist is used to very compliance with the requirements. For instance;

Candidate Details:

Name:………………………………………………………..

Team…………………………………………………………

Base…………………………………………………………

Start Date……………………………………………….

Name of HR Officer

I confirm that HR and Audit process has been completed

Signature of Mentor …………………………………………….     

Print Name ………………………………………………

References

Aziri, B. (2011). JOB SATISFACTION: A LITERATURE REVIEW. Management Research & Practice, 3(4).

Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource management in public service: Paradoxes, processes, and problems. Sage.

Brannick, M. T., & Levine, E. L. (2002). Job analysis: Methods, research, and applications for human resource management in the new millennium. London: Sage Publications.

Brookes, K., Davidson, P. M., Daly, J., & Halcomb, E. J. (2007). Role theory: A framework to investigate the community nurse role in contemporary health care systems. Contemporary nurse, 25(1-2), 146-155.

Carter, N. (2010). Clinical nurse specialists and nurse practitioners: title confusion and lack of role clarity. Nursing Leadership, 189.

Chang, L. C., & Liu, C. H. (2008). Employee empowerment, innovative behavior and job productivity of public health nurses: A cross-sectional questionnaire survey. International journal of nursing studies, 45(10), 1442-1448.

Cho, K. S., Kang, H. S., Kim, J. H., Son, H. M., Han, H. J., Sung, Y. H., … & Song, M. S. (2008). Job description of the nurses working in outpatient department by DACUM technique. J Korean Clin Nurs Res, 14(2), 31-45. 

Haq, Z., Iqbal, Z., & Rahman, A. (2008). Job stress among community health workers: a multi-method study from Pakistan. International journal of mental health systems, 2(1), 15.

Kovner, C. T., Brewer, C. S., Greene, W., & Fairchild, S. (2009). Understanding new registered nurses’ intent to stay at their jobs. Nursing Economics, 27(2), 81.

Kuoppala, J., Lamminpää, A., Liira, J., & Vainio, H. (2008). Leadership, job well-being, and health effects—a systematic review and a meta-analysis. Journal of occupational and environmental medicine, 50(8), 904-915.

Pennell, K. (2010). The role of flexible job descriptions in succession management. Library management, 31(4/5), 279-290.

Piccolo, R. F., & Colquitt, J. A. (2006). Transformational leadership and job behaviors: The mediating role of core job characteristics. Academy of Management journal, 49(2), 327-340.

Ross, J. E. (2017). Total quality management: Text, cases, and readings. Routledge.

Sullivan-Bentz, M., Humbert, J., Cragg, B., Legault, F., Laflamme, C., Bailey, P. H., & Doucette, S. (2010). Supporting primary health care nurse practitioners’ transition to practice. Canadian family physician, 56(11), 1176-1182

Order an Essay Now & Get These Features For Free:

Turnitin Report

Formatting

Title Page

Citation

Outline

Place an Order