The Job Description and Person Specification - Research Paper Example

A Report on the Recruitment and Selection Strategy to use to select the most suitable candi for the position of Analyst, Vaccines Program The Clinton Health Access Initiative (CHAI) Name ……………………………………………………………………….. Submitted in partial fulfillment of the requirement of the ............................course. Student number ………………………………………………….. The date ………………………………………………………. Abstract The job opening under discussion was an Analyst, Vaccines Program for malaria and other vaccine related diseases in deprived parts of the world such as Africa. The job was a full time job and the benefits were going to be as such. The employing organization was The Clinton Health Access Initiative (CHAI), which “is a global health organization committed to strengthening integrated health systems in the developing world and expanding access to care and treatment for HIV/AIDS malaria other diseases” (The Clinton Health Access Initiative, 2011). This means that as much as the career to be taken up was full time paying job, it was best if it is approached with a sense of commitment towards alleviating the plight of the unfortunate poor in deprived parts of our world. As a matter of fact, the circumstance surrounding the background and orientation of the employing organization played vital role in stating out the job description and person specifications. This was however done in such as way that did not violate the basic laws of recruitment, selection and placement of the country. Contents Page Abstract 2 1.0 Key Selection Criteria 4 2.0 Person Specification 6 2.1 Minimum Requirement 6 3.0 Method of Recruitment 8 4.0 Ethical and Legal Implications of Recruitment Decision 9 5.0 Selection methods and decision process to select the most suitable applicant 10 5.1 Preliminary interview 10 5.2 Application Blanks 10 5.3 Written Test 10 5.4 Employment Interview 11 5.5 Medical examination 11 5.6 Appointment Letter 11 6.0 Ethical and Legal Implications of Selection Process 12 1.0 Key selection criteria The key selection criterion or responsibility of the potential employee would be to give support to the working country for the advancement and initiation of strategies lead to new vaccine introduction goals. The accomplishment of this criterion shall include: Review country’s existing documents on vaccines Base on data compiled and analyzed to inform policy and bring up operational decisions that will be directed toward example, cost-benefit and cost effectiveness. Conduct detailed study on tried and tested practices from other countries Monitoring and evaluating global vaccine policies as it relates to the task being undertaken in the working country. Work collaboratively with other partners of CHAI to identify hindrance with the introduction and empowerment of vaccine system in working countries. Develop interventions for improving the vaccine delivery system in the working country. The justification of the criteria given above lies in the following arguments: firstly, it is important that the new employee develop an idea about the existing situation in the working country so as to build a better understanding of the task ahead of him. For this reason, the employee must have very good knowledge of the prevailing situation as far vaccine delivery system in the country is concerned so that he would know where to continue from. Secondly, the responsibility of coming up with operational decisions is a step in the right direction in the sense that the Clinton Health Access Initiative can hardly boast of a better future if it does not have strategies, plans and guiding principles for the future. It is for this reason that the criteria of building future policies and strategies are extremely justified and important. In a market gap survey conducted by Princeton Partner (2010) in the health sector for instance, it was discovered that “among those with strategic plans, the impact of its absence was immediately apparent: Only 75% of those without research achieved some or all of their objectives, versus 91% of those which had.” Finally, the justification of the criteria is in the need for a collaborative effort not just with members on the CHAI but with all vaccine delivery systems across the globe. It is therefore always important that organizations and institutions that seek to champion the cause of quality healthcare would work in a collaborative partnership to achieve this goal. 2.0 Person Specification The person specifications for the work are given as follows: 2.1 Minimum Requirements: Advanced Bachelor’s degree in either economic or public Over 4 years working experience with 2 years working experience in the healthcare sector. 1 year of work with senior level position that made room for high levels of responsibility and leadership Good command in analytical skills Problem solving ability Ability to model and conduct complex quantitative and statistical analyses with knowledge in statistical analysis software (STATA, SPSS, etc), and/or GIS. A certificate related to oral and written communication skills Ability to work independently and effectively under intense-pressure, fast-paced environment and handle multiple tasks at the same time. Good team player High levels of proficiency in information communication and technology including Microsoft Word, Excel, PowerPoint, and internet applications. Ability to travel outside working country for extended periods of 2-8 weeks. The person specifications above can be justified in three major ways. First, there are academic specifications that would serve as the basic proof that the applicant has complete necessary academic learning course to take up the job at hand. The world over, academic qualifications are the very fundamental proofs based on which employment decisions are made. Because the tasks of the potential employee would be giving analysis to vaccines, it is important that the applicant have some high level of academic experience in economics and health science since these two academic areas form the basis of the vacancy to be occupied. The second justification is in working or previous experience in the field that the applicant would eventually take up position. Most often than not, people have academic qualifications but the absence of working experience makes it very difficult for them to adjust on the job positions they take. The Clinton Health Access Initiative is not a new venture but an organization that has been working for a very long time. The duties of the organization are continuous, demanding and ongoing. It is for this reason that the applicant is being required to possess proof of working experience in a related field and also other experiences that has to do with the task to be taken such as conducting quantitative research, using basic computer software and having good communication skills. Finally, there are personal conduct issues in the person specifications. These conduct specifications are justified in accordance with the mission and vision statement of the organization. 3.0 Method of Recruitment Recruitment is a complex human resource program that entails the provision of “overall framework for the process of planning, recruiting, selecting, and hiring employees” (The New York Times Company, 2011). This means that recruitment is not just about sampling people for job interview and placement. “The goal of recruitment and staffing is to identify the smartest, most versatile employees you can find” (The New York Times Company, 2011). To undertake an effective recruitment, there needs to be an effective recruitment method in place. Traditionally, there are several methods of recruitment. The two commonest forms of recruitment are internal and external recruitments. With the nature of requirements at hand for the current job, the external recruitment system shall be used. Under the external recruitment, applicants shall be attracted by means of mass advertisement and the use of labor hire companies. As far as advertisement is concerned, the organization shall make use of both the print and electronic media. Adverts shall be placed on social media networks, internet advertisement websites, television, radio and news papers. To widen the reach of applicants, national media organizations shall be the only means of advertisement. The labor hire companies shall also be renowned companies with branches nationwide. 4.0 Ethical and Legal Implications of Recruitment Decision There is one major ethical implication underlining the recruitment method selected. The ethical issue has to do with the opportunity to reach as many qualified applicants as possible. Because the position at stake is more or less an international position, it is important to reach as many people around the globe as possible. Using restricted means of advertisement such as district and local newspapers would therefore limit the number of potential applicants to be reached. By limiting the number of potentially qualified applicants, the company may be losing the very best of materials needed for the position. On the legality of the recruitment method, there are a number of legal issues at stake. First, there is a legal obligation on the company to be fair, unbiased, balanced and legitimate in her recruitment process. Mass advertisement ensures this fairness where every qualified applicant is likely to be reached regardless of race, gender or age. Secondly, there is a legal obligation for the company to make all requirements and person specifications known to applicants before they apply. All the means of recruitment, including the use of labor hire companies ensures this. As Industrial laws change, labor hire companies “are becoming a more attractive and popular recruitment method and contracts can be” (Proactive Human Resource Management, 2009). 5.0 Selection methods and decision process to select the most suitable applicant The Management Study Guide (2011) notes that employee selection process “is a procedure of matching organizational requirements with the skills and qualifications of people.” This means that the task of the selection team in the midst of several applicants for the same position will be to identify and match the best applicant among the lot with the requirements and specifications of the job. The first process will therefore be the institution of a selection team or committee. The team shall be made up of either heads or deputy heads of various departments of the organization. The human resource manager shall be the team leader of the selection committee. The team shall be tasked to go through six major stages, which are briefly described below: 5.1 Preliminary interview: this stage shall be committed to eliminating candidates who do not meet the minimum requirements and person specifications in a mass elimination process. Also known as screening interview, “The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company” (Management Study Guide, 2011). 5.2 Application Blanks: This stage shall be open only to those candidates to go through the preliminary interview successfully. They will be required to provide basic information about themselves including why they left their previous job and why they want to work for our organization. The response to be given by applicants will help in taking decision on cutting down the number of applicants depending on how convincing their responses will be. 5.3 Written Test: The surviving applicants will be made to write a test in the areas they want to work for. For example economics and healthcare. 5.4 Employment Interview: By this stage, it is expected that the number would have been reduced drastically. This point shall also ensure a lot of team work from the selection team as they shall assemble the remaining candidates for what is supposed to be a formal interview. The interview shall be in the form of one on one interview where questions shall be lowered down to the competence, character and aspirations of the applicants for the company. 5.5 Medical examination: medical examination shall be used to select the very final candidate. 5.6 Appointment Letter: The last stage will be to hand over the successful applicant, an appointment letter. 6.0 Ethical and Legal Implications of Selection Process Ethically and legally, the selection processes will give the applicants enough room to display their competence for the job. There have been several processes outlined in order to avoid bias of any sort. The processes are also to ensure that applicants are given enough room to improve upon their performance. The use of a selection team will also ensure fairness. This is because there shall be little or no room for one person to monopolize the selection process or impose his or her wishes on the other members of the team. The use of a team of panelist will also ensure that the entire selection process does not become tiresome or tedious as there shall be division of labor. Finally, al departmental heads or their deputies will be used on the selection team because it is expected that the eventual candidate will be able to satisfy the needs and collective aspirations of all departments of the company. REFERENCE LIST Management Study Guide, 2011, ‘Employee Selection Procedure’ accessed September 16, 2011 Princeton Partners, 2010, ‘Strategic Planning in Healthcare: Three Opportunities to Improve Outcomes’ accessed September 17, 2011 Proactive Human Resource Management, 2009, ‘Recruitment Methods’, accessed September 16, 2011 The Clinton Health Access Initiative, 2011, ‘Analyst, Vaccines Program’ accessed September 17, 2011 The New York Times Company, 2011, ‘Manage Recruitment and Staffing in Your Organization’, accessed September 17, 2011 Read More