Job Description Document - Essay Example

When developing the job description it is essential to compare the draft of the description with the job rating scale specific to the Company.

From this draft, changes in actual wording are done so that the final expression of job duties and related conditions matches the factors assessed. There should be a correlation between the job rating scale and the job description’s wording in the document because inequities could be fostered (Perry, 2008). The safeguards measured against discrepancies are included in the job description process by the HR manager. In addition, to the overall job classification, wage, salary, and fringe benefit incentives may be predicted on the information achieved in the job description process.

In deriving the job description, it is vital to assess the written document for its adequacy in conveying information about the factors used in job rating and salary considerations. Certain steps in the recruitment process are outlined in developing the description document, and adequate information to help prospective employees to make a preliminary determination. In developing the job description document, the unit managers must convey significant information about the responsibilities and qualifications of the candidates that are used in the selection process.

According to Perry (2008), the training programs are listed, and training outcomes are stated in terms of the trainee’s ability to perform duties. Thus, performance evaluations are also indicated in developing the job description document. Finally, the information to determine eligibility for claims under an employee’s compensation and similar programs is indicated in the job description document. According to Hernandez and O’Connor (2009), jobs in the organizational structure of healthcare are dynamic due to the changes in the size and nature of an organization.

Meanwhile, the introduction of the employment of new treatment mechanisms that influence duties and requirements of the job requires a job description document. The job description document provides enough information for the employees about the healthcare organization setting and details of each department. Meanwhile, the healthcare organization should give an adequate number and mix of employees and competent staff whose qualifications are consistent with their duties. Hernandez and O’Connor (2009) indicate that the job description document offers guidelines for the selection and recruitment of this qualified staff.

The document helps in the healthcare orientation programs that provide initial job training and information because these programs are specified clearly in the document. The document helps the organization to employ efficient employees because employees must adhere to the terms of demonstrating their safety roles and responsibilities in their duties. About the job description document, the organizational standards cover the performance appraisal. Hernandez and O’Connor (2009) claim that the healthcare standards have various requirements that comprise regular schedule performance appraisals, and include assessment of strengths in achieving the healthcare goals.

Given the changing nature of the healthcare firm, the idea of a strategic job description becomes the significant focus in strategically anticipating and planning the future. Meanwhile, the changing technology must be predicted by the health care management, and the job description document plays a crucial role in identifying the skills and knowledge required. Finally, the job description document includes an analysis of the essential work behavior required for the successful performance of the healthcare industry.