Job Analysis and Job Descriptions
A job analysis is a process used to collect information about a job. Information collected during the job analysis is used to create the job description. So frequently a job description is the outcome of a job analysis. The analysis drives the description by identifying exactly who is doing what work and what they need to do their work successfully. There are two key elements of a job analysis: identification of major job requirements and identification of knowledge, skills and abilities required to accomplish the job. (U.S. Department of the Interior 1998) These two key elements provide the frame work and information needed to create the job description.
The VA Case Study
The management of healthcare personnel can be improved through systematic analysis of the work, the worker, and the work organization and through more informed decisions about the appropriateness of task assignment (or reassignment). (Best, Hysong, Pugh, & Ghosh, 2006). The VA Case study identified overlap in the performance of tasks among many employees as an opportunity to reallocate work. Results showed significant overlap in tasks among registered nurses, physicians, advanced practitioners, and licensed vocational nurses. Clerks and health technicians appeared to be underutilized. According to the study this shows a great opportunity to change the delivery system by reassigning work, if the complexity of task permits the work to be done by others. For example, relieving RNs of responsibility for performing low complexity tasks would allow more time for tasks that are higher in complexity and that make better use of RNs' skills and training. (Best & et al. 2006) This also affects quality of care if task assignments are not based on who can do the work, but rather on who is best suited to do the work. The authors of the study suggest that redistribution of work among other qualified members of the care team would minimize constraints in clinic flow and provide a safer environment for the patient. The study also suggests that there is clear opportunity to move more routine duties from the most expensive staff (physicians) to others and that doing this would increase clinic access and efficiency. Using job analysis methods and job descriptions to redesign a health system is a unique but needed approach to the management of human resources and health care.
In conclusion job analysis is needed to identify and determine in detail the particular job duties and requirements needing done Then that information is used to create a job description and hire/keep the right employee for the work. Once this is done both items are used to ensure that task assignments are not based on who can do the work, but rather on who is best suited to do the work. Doing this provides a safer environment of the patient, improves access and increases efficiency.
References
Aguinis, H., Mazurkiewicz, M., & Heggestad, E.. (2009). Using Web-Bases Frame-of-Reference Training to Decrease Biases in Personality-Based Job Analysis: An Experimentak Field Study. Personnel Psychology, 62(2), 405-438. Retrieved April 29, 2010, from ABI/INFORM Global. (Document ID: 1739571241).
HR Guide to the Internet (2001). Job Analysis: Overview. Retrieved on April 29, 2010, from
Richard G Best, Sylvia J Hysong, Jacqueline A Pugh, Suvro Ghosh, & et al. (2006). Task Overlap Among Primary Care Team Members: An Opportunity for System Redesign? /PRACTITIONER APPLICATION. Journal of Healthcare Management, 51(5), 295-306; discussion 306-7. Retrieved April 29, 2010, from ABI/INFORM Global. (Document ID: 1145614041).
Department of the Interior (1998) Human Resources Presents Personnel Manager Job Analysis Retrieved on April 29, 2010, from
