Topic 2: Staffing: Recruitment And Selection HR Recruitment and Selection

Topic 2: Staffing: Recruitment And Selection HR Recruitment and Selection

Job analysis connotes a process of recognizing and determining the details of a given job’s duties and responsibilities, including the relative essence of such duties and responsibilities for it (Fine & Getkate, 2014). Consequently, the focus on this paper will be on HR recruitment and selection at a community hospital in Chicago. The job analysis process of this hospital involves observation method. In this method, the facility manager, supervisors, or HR specialists observe the individual healthcare providers as they perform their duties and take notes to illustrate the tasks and duties conducted (Kim & Kim, 2016). This job analysis method was continuous but it would also be occasionally used for intermitted sampling. In my opinion, the utilization of observation technique in job analysis is ineffective since many clinical jobs tend to lack absolute job cycles or effortlessly observed job duties. As such, the observational method may only be meaningful for recurring jobs and when conducted alongside other techniques. The combination of different methods of job analysis is crucial in attaining general familiarity with the given job including the conditions in which it is conducted.

Essentially, the hospital used observation method to select Emergency Room (ER) nurses. However, since ER nurses are part of the critical care providers, this method alone is not sufficient to provide detailed description of the scope of duties for ER nurses. Therefore, the method should be improved by combining the observation technique with other methods. For instance, interviewing methods may be used alongside observation method. In the interview method, the managers, supervisors, and the HR specialist should visit the ER nurses’ job site and interview the employees in the department to get a complete understanding of the job. Moreover, there is also a need to conduct multiple observations on many instances to gain more insights of the job and also assist in utilizing other job analysis techniques more efficiently.

References

Fine, S. A., & Getkate, M. (2014). Benchmark tasks for job analysis: A guide for functional job analysis (FJA) scales. Psychology Press.

Kim, J. W., & Kim, J. (2016). A study on the research trend of job analysis in Korean Universities. In HSST, The 11th 2016 International Interdisciplinary Workshop Series, Jejo, Korea.

Part 2: Job Description

Job Title: RN-Certified Diabetes Educator

Job Category:  Nursing

Department: Diabetes Clinic

Organization: VA Health Care System

Employment Status: Full-Time

Reports to: Clinical Care Manager

Responsibilities and Duties

The RN-Certified Diabetes Nurse Educator is part of the diabetes interprofessional healthcare team tha

t provides therapeutic patient and family-centered care to diabetic patients. The responsibilities and duties of the RN-Certified Diabetes Nurse Educator will include:

• Assess and systemically collect data related to diabetic patients’ health status.
• Work in collaboration with the interdisciplinary care team in developing patients’ plan of care.
• Provide health education about diabetes and the disease process; treatment, dietary therapy, nutritional monitoring; foot care.
• Train patients and their families on blood glucose monitoring, techniques of blood self-monitoring and insulin injection, and prevention and care of diabetes complications.
• Develop and execute educational programs for diabetic staff, patients, and families.
• Assist patients in monitoring blood sugar for medication control and adjustment.
• Conduct continuous assessment and offer recommendations to the health care team on improvements in patients’ diabetic management plan.
• Document assessment findings, interventions, and care plans.
• Organize community outreach health promotion programs for diabetes.

Qualifications and Education Requirements

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