Job Descriptions And Selection Criteria In Healthcare

Key Features of Good Quality Job Descriptions

The job description involves an outline of the qualification, roles and responsibilities that are required for a certain job. With an appropriate job description, the management can easily narrow down multiple applicants for finding the most qualified one. The job description includes:

• Job summary: A couple of sentences for summarizing what the job entail. This section acts as a snapshot for the job without any detail for any particular job descriptions.
• Responsibilities: Right after the job summary the job description contains the outline of the particular responsibilities that are required for this job. Organized in a list format this section will include the general purposes for the particular position.
• Required qualifications: This section outlines the basic requirement of education and job experience and any other required expertise for the position.
• Salary and other benefits: The job description also offers a concise overview of the offered for the particular job position. It may also include the vacation and sick leaves that the company offers.
• Information of the company: This section will offer a brief overview of the company so that the potential applicants get an idea of the company they are applying in. This section will also include the contact information of the company.

Including these key features will make the job description more attractive for the potential applicants of the particular job position.

1. The job descriptions can be used in different ways in human resource services. The management can be benefitted if they provide clear job descriptions to the employees. The job descriptions can be used in four different ways within any organization:

• Depending on the customer experiences, the management tends to measure the effectiveness of the position. If the company provides clear and written job descriptions to each of the employee, it will state the exact roles and responsibilities of the employees. Therefore providing good quality customer care would be easier to provide for the company.
• With a good job description the employees will be able to understand where an individual employee should step while the other steps in. Therefore there will not be any confusion while working.
• Job description can also be used for increasing the productivity and morale of the employees.
• With clear job descriptions the employers can understand the further requirement of employees with the organization.
• Administration officer in Children’s Department

Key selection Area 1	· Demonstrated experience in providing the administrative and reception service previously. · Experienced in working with people with diverse backgrounds. Save Time On Research and Writing Hire a Pro to Write You a 100% Plagiarism-Free Paper. Get My Paper · Experienced higher level of disabilities
Key selection Area 2	· Higher level of communication skills, both verbal and written. · Having the capability of building adaptive skills and rapport on the basis of diverse audience involved.
Key selection Area 3	Having ability of providing good quality customer care services for both the external and internal stakeholders.
Key selection Area 4	Having excellent organizational and time management skills
Key selection Area 5	Exhibiting knowledge and experience in Microsoft office and office requirements.
Key selection Area 6	Demonstrating qualities for contributing to create positive work environment.

Community Health Registered Nurse

Key selection Area 1	Registered as a nurse with the board of Australia
Key selection Area 2	Demonstrated higher level or verbal and written communication, capability of recognizing the key messages, concerns and issues of patients and interpersonal skills.
Key selection Area 3	· Demonstrated the capability of working as a major part of diverse team. · Capable of applying ethical and professional boundaries while dealing with complicated situations.
Key selection Area 4	Having basic computer skills and proved the capability of usig the health information system
Key selection Area 5	Having detailed understanding and knowledge of risk management, quality principles, safety and applying these principles in real time.
Key selection Area 6	Having the knowledge of professional practice associated with community nursing.

Emergency Department Registrar

Key selection Area 1	Having the experience of practicing as a medical service provider with the national regulation agency and completed minimum of three postgraduate years, including at least one year of experience in the emergency department.
Key selection Area 2	Demonstrating commitment for improving the quality of health care service, risk management and patient safety
Key selection Area 3	Having effectual written and oral communication skills and demonstrating management and organizational skills
Key selection Area 4	Having clear instances of continuous professional development and committed to the self education
Key selection Area 5	Having capability of contributing to the 24 hours shift and willing to perform duties.

The methods for selecting the register will be:

• Following the guidelines of Australian health council
• Assessing the experience as a medical service providers
• Completion of three postgraduate years with one year of experience in emergency department.
• Committed to enhancing the quality health care services, maintaining patient safety and managing risk and mitigating them.
• Capable of demonstrating good verbal and written communications skills
• Demonstration of organizational and management skills
• Having a good career graph with constant development of individual and professional skills.
• Capable of contributing to medical service for 24 hours shift
• Willingness for performing specific roles and responsibilities.
• Show an instance of the time while you have been capable of demonstrating brilliant listening skills. What was the outcome of the situation?
• Share an experience where you have compiled the recorded and coded data and results from the surveys or interviews.
• What are the major factors that contribute to bring success while communicating with general public?
• Share an experience while you had dealt with a complicated person. How did you handle the situation?
• Share an experience where you have dealt with difficult information.
• Tell us how you plan, organize and prioritize your work.
• Share an experience where you have been presented to a group of customers. How was the situation and how did you handle it?
• Share an experience where you had performed patient services. (for instance, answering telephone and sharing right information)
• Provide us an experience while you went beyond the call of duty.
• Share an experience of effectively ensuring payment for the services.
• Tell us about an effective method that you have utilized for ensuring the data acquired from the interviews. How did you comprehend it to be accurate and complete?
• Share an experience while you have worked with a large amount of data.

The panel members for selecting the Emergency Department Registrar are:

Doctor: A doctor should always be in the panel as he or she will understand the importance of providing emergency care services. Therefore a doctor will also understand the basic requirements as well.

Hr manager: The HR manager will be there for judging the effectual methods and aligning the requirements of the organization with the capabilities of the potential candidates.

Data analysts: The data analysts should be there as they can judge the capability of the potential candidate for analyzing the data and further using it in the health care services.

Reference list

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Borkowski, N. (2015). Organizational behavior in health care. Jones & Bartlett Publishers.

Cooke, F. L., & Bartram, T. (2015). Guest editors’ introduction: human resource management in health care and elderly care: current challenges and toward a research agenda. Human Resource Management, 54(5), 711-735.

De Koeijer, R. J., Paauwe, J., & Huijsman, R. (2014). Toward a conceptual framework for exploring multilevel relationships between Lean Management and Six Sigma, enabling HRM, strategic climate and outcomes in healthcare. The International Journal of Human Resource Management, 25(21), 2911-2925.

Greenfield, D., Kellner, A., Townsend, K., Wilkinson, A., & Lawrence, S. A. (2014). Health service accreditation reinforces a mindset of high-performance human resource management: lessons from an Australian study. International journal for quality in health care, 26(4), 372-377.

Khatri, N., Gupta, V., & Varma, A. (2017). The relationship between HR capabilities and quality of patient care: the mediating role of proactive work behaviors. Human Resource Management, 56(4), 673-691.

Kilroy, S., Flood, P. C., Bosak, J., & Chênevert, D. (2017). Perceptions of High?Involvement Work Practices, Person?Organization Fit, and Burnout: A Time?Lagged Study of Health Care Employees. Human Resource Management, 56(5), 821-835.

McCann, L., Granter, E., Hassard, J., & Hyde, P. (2015). “You Can’t Do Both—Something Will Give”: Limitations of the Targets Culture in Managing UK Health Care Workforces. Human resource management, 54(5), 773-791.

Schopman, L. M., Kalshoven, K., & Boon, C. (2017). When health care workers perceive high-commitment HRM will they be motivated to continue working in health care? It may depend on their supervisor and intrinsic motivation. The International Journal of Human Resource Management, 28(4), 657-677.

Shipton, H., Sanders, K., Atkinson, C., & Frenkel, S. (2013, September). The other side of the mirror: Signaling HRM in health-care. In Improving People Performance in Healthcare seminar, DCU Business School, Dublin, Ireland.

Shipton, H., Sanders, K., Atkinson, C., & Frenkel, S. (2016). Sense?giving in health care: the relationship between the HR roles of line managers and employee commitment. Human Resource Management Journal, 26(1), 29-45.

Vermeeren, B., Steijn, B., Tummers, L., Lankhaar, M., Poerstamper, R. J., & Van Beek, S. (2014). HRM and its effect on employee, organizational and financial outcomes in health care organizations. Human resources for health, 12(1), 35.