1st Answer

Introduction: Job analysis refers to the process of studying a job in order to

determine which activities and responsibilities it involves, its relative importance to
other jobs, the qualifications necessary for performing the job and the conditions
under which the work is performed.
Concept and Application:
An important concept in job analysis is that the job, not the person doing the job
would be assessed, even though the human resources may collect some kind of job
analysis data from incumbents.
Job analysis is often confused with the evaluation of a job, but the two activities are
very different. Job evaluation refers to the process of ensuring that one job is
compared to other jobs within the company in order to determine the correct pay
rate, and it is not addressed in this toolkit.
Examples of how an organization may make use of job analysis data:
• Workforce Planning
• Performance Management
• Recruitment and selection
• Career and succession planning
• Training and Development
• Compensation administration.
• Health, safety and security.
• Employee/labor relations.
• Risk management.
Information Collection:
Job analysis includes the collection of information characteristics that differentiate
jobs. The following factors enable to make distinctions between jobs:
Knowledge, skills and abilities
Work activities and behaviours
Interaction with the others
Standards of performance
Financial budgeting and its impact
Used Equipment and machines.
Conditions of work
Supervision provided and received.
If an employer hasn’t already done so, grouping the jobs with related functions would
be helpful in the process of job analysis by identification of the job family, duties of
the job and tasks of related work. For instance:

Job family. Grouping of related jobs having broadly similar content.

Job: Grouping of tasks, duties and responsibilities an individual would perform

making up his or her total assignment of work.
Task: A specific statement of what a person does, with similar tasks grouped into a
dimension of task.

A technical service job family, for instance, can be identified as follows:

Job analysis methods:

Determination of which tasks employees would perform would not be easy. The most
effective technique while collection of information for a job analysis is to gain
information using direct observation as well as from the most qualified incumbent via
questionnaires or interviews. The following would describe the most common
methods of job analysis.

Open-ended questionnaire: Job incumbents and managers would fill out

questionnaires regarding the KSAs required for the job. HR complies the answers
and publishes a composite job statement requirement. This method would produce
reasonable job needs with input from employees and managers, and enables to
analyse many jobs with limited resources.

Highly structured questionnaire: These questionnaires enable only specific

responses that are aimed at the determination of the frequency with which specific
tasks get performed, the importance it carries and the skills needed.
The structured questionnaire is helpful to define a job objectively, and this also
enables analysing with computer models.
Interviews: In a face-to-face interview, the interviewer would obtain the required
information from the employee regarding the KSAs required to perform the job. The
interviewer makes use of pre-determined questions, with extra follow-up questions
on the basis of the response of the employees. This method would work well for a
professional job.

Observation: Employees are directly observed performing job tasks, and

observations are translated into the necessary KSAs for the job. Observation would
render a realistic perspective of the daily tasks and activities of job and works best
for jobs of short-cycle production.
Work diary or log: A work diary or a log is a record that is maintained by the
employees and involves the frequency and timing of the tasks. The employee would
keep a log over a period of days or weeks. HR analyses the logs, identification of
patterns and would translate them into duties along with responsibilities. This method
renders an enormous amount of data, but much of it is challenging to interpret, may
not be related to job and it is challenging to keep up-to-date.

Behavioural event interview: This is a competency-based job analysis, and it differs

from the analysis of traditional job, and this focuses solely on evaluation of the tasks,
duties and responsibilities.

In behavioural event interviewing, it differs from the analysis of traditional job, and
this focuses solely on the task evaluation, duties and responsibilities.

In behavioural even interviewing:

A team of senior managers identify the areas of future performance important to the
business plans and strategic plans of an organization.
HR would assemble the panel that is composed of knowledgeable individuals about
the jobs of an organization.
These groups can be employees, managers, supervisors and even trainers.

Use of Job analysis data:

Job Description and specification: HR makes use of the job analysis output in order
to develop a job description and specification. The job description would summarize
and organize the information for the job-related actions of the organization.
Generally, the job description and specifications are combined but
compartmentalized to enable independent updating as require.

Compensation decisions: In relation to the pay practices of employees, job analysis

has two important uses: It would establish a similarity and differences in job content,
and it enables to determine the internal enquiry and relative worth of like jobs.

Selection Assessment: The information from job analysis is also used as a base to
select and develop employment assessment measuring the most important task or
KSAs. Some assessments include the work samples simulating the job tasks and
need candidates to demonstrate that they would be able to perform these tasks in an
effective manner.

Conclusion: So, it can be concluded that job analysis helps to figure out all the
benchmarks that ensure
2ND Answer
Introduction:
Job analysis Information Requirements: The process of job analysis needs the
collection of sufficient information to totally understand the job, its functions, and how
it would fit in both the workflow and organizational structure of the organization to
produce the job description and specifications.
Concept and Application:
The following information is representative of the kind of data collected during the
process of job analysis:
Work activities: Information should be collected on the tasks that have been
performed by the job and what has to be accomplished (work outputs) The data must
involve how, why, and when the activity has to be performed.
Worker Activities: These data involves the behaviour of the workers such as
decision-making, communicating and performance of the physical actions such as
lifting of heavy weights.
Machines, tools, and equipment: Data here involves information with respect to the
kind of equipment that get used in the job. This may involve computers, safety
equipment, machines and other devices facilitating accomplishment of the work.
Job-related tangible and intangible: Information is needed on the kind of materials
that is used and the products that are made or the services rendered. In addition,
information is required on the kind of knowledge dealing with (chemistry or
accounting)
Performance standards: Information is required regarding the need for productivity
and quality needed to ensure good performance of the job.
Job context: A wide variety of information gets collected here. Instances involve
reporting the relationships, kind of employees that are supervised, conditions of the
working, financial incentives and the kind of contacts the job has with other jobs and
the purpose of those contacts.
Human needs: These involve the knowledge of job-related and skills pertaining to
education, training, credentials as well as the work experience. In addition,
information is required, such as personal attributes, physical traits and personality.
Job Description: The name of the Resident Medical Officer (RMO) is Dr. Gagandeep
and he has been working in the hospital from the last one year.
His main responsibility is to handle as well as counsel the patient.
Other responsibilities are to handle the OPD and emergency cases and is some sort
of treatment isn’t possible in the hospital then refer to the outside hospital.
Responsibilities of staff members of medical staff: Most medical staff members are
healthcare professionals examining, diagnosing, treating and ensuring prevention of
injuries, illness and other impairments.
There are also staff members who haven’t received medical school education and
are also equipped with knowledge and skills that are beneficial to a facility of
healthcare.
Medical staff members must be equipped with the following qualities:
• Empathy
• Emotional stability
• Attention to detail
• Skills of communication and inter-personal
• Team player
• Problem-solving skills
• Technical skills and knowledge
• Motivational Skills
Some of the common members of a medical staff organization:
Doctor/Physician: Doctors are the medical staff members assessing and managing
the medical care of the patient. Their roles and responsibilities would vary depending
on their medical specialty and experience level.
These roles involve: Senior consultants (medical officers) – Specialist doctors seeing
patients and attending meetings at specific times.
Registrars – Senior physicians overseeing residents, interns and medical students
on-site.
Residents – Ward-based physicians who have also been training for a medical
specialization.
Interns- Medical students who have completed their studies and now have they have
been finishing their final year in the hospital.
Medical students: Undergraduate students specialized in healthcare.
Storage and Transport of Medical Equipment: Equipment that gets used in order to
store and transfer supplies of medical. This equipment is used in order to bring
various medical supplies to patients and medical professionals for different reasons.
The most common kind of storage and transport equipment involve:
Case Carts
Storage Carts
Utility Carts
Durable Medical Equipment: DME refers to a kind of medical equipment that has
been designed to be durable and render support for the safety and comfort of the
patients. This kind of equipment is used for therapeutic reasons, and can be used in
both hospitals and home setting. They are reusable and also designed for a long-
term use. Most durable medical equipment is designed with the strength to ensure
load-bearing and features of non-slip.
Common Durable Medical Equipment involves:
• Wheelchairs
• Mobility assistive equipment
• Hospital beds
• Ventilators
• Lifts
• Traction Equipment.
Safety awareness: It is important to report all the accidents or incidents promptly.
Correct or report any safety hazard one has seen.
Make use of protective clothing, gear and procedures when appropriate.
Careful handling of patients as well as transfer is a priority for healthcare facilities.
Patients are unable to manage themselves need lifts and transfer devices to make
sure that they are safe and their caregivers.
Additionally, special requirements of handling for needles and hazardous drugs
should be followed. Each day, workers of healthcare are exposed to dangerous and
potentially bloodborne pathogens through needlesticks that are contaminated or
splash exposures.
Conclusion: So, it can be concluded that job analysis in a healthcare setting
requires information on what kind of job roles would be there, what all material would
be required to perform the job, what all human qualities and personality traits are
required to ensure that correct people are assigned the correct jobs, what all safety
equipment and information pertaining to awareness is needed.
3rd Answer
3a.
Introduction: Recruitment would refer to the process of identification, attraction,
interviewing, selection, hiring and onboarding of employees.
Concept and Application: Internal Factors:
The internal factors, likewise, termed as endogenous elements refer to the
components inside the association impacting the selection in an organization.
Recruitment Policy: The recruitment policy of the company i.e. recruitment from
internal sources as well as external impact the process of recruitment. The policy of
an organization would determine the destination or enlistment and provide a
structure to the usage of a recruitment program.
Factors impacting the recruitment policy: Need of an organization.
Objectives of the organization
Source of recruitment
Government policy on reservations
Personnel policies of an organization and its competitors.
Recruitment cost and financial implications
Human Resource Planning: Effective process of human resource and procedure
enables to fix the loops present in the existing manpower of the organization. This
would also enable in the filtering of the number of employees that have to be
recruited and what kind of qualification and skills they should possess.
Size of the organization:
The size of an organization would impact the process of recruitment. If the
organization is planning to increase its operations and expand its business, it would
think to hire more personnel, which would be able to handle its operations.
Costs involved in the recruitment: The process of recruitment would also count the
cost to the employer, and that is the reason why an organization would attempt to
employ/outsource the recruitment source which would be cost-effective to the
company for every candidate.
Growth and Expansion: Organization would make the use or consider utilization of
more work force in the event that it is growing its business operations.
3b.
Introduction and Concept:
External Factors: The external forces are the forces that are not possible to be
controlled by an organization. Most of the external forces are
Supply and Demand:
The availability of manpower both within and outside the company is an important
factor in the process of recruitment.
Labor Market: The conditions of employment is where the organization gets located
would be impacted by the recruitment efforts of the company.
Goodwill/Image of the company: Image of the firm would be another factor that has
its impact on the various government controls that forbid the separation in
contracting and work have a co-ordinate impact on the practices of enlistment.
The government of India has the convention of reservation in work for booked
standing/planned clans. Additionally, exchange associations have a huge role to play
in enrolment.
The action of the organization and activities, such as good public relations, public
services, such as charity, construction and road development, public parks, hospital
education and schools would enable them to earn an image or goodwill for the
company.
Political-Legal environment: Various government controls the forbidding of
separation in contracting and work would have a co-ordinate impact on the practices
of enlistment.
There are certain nations that have stringent rules and regulations imposed about
breaching of intellectual property rights within the media industry. IPR violation,
although punishable, refers to a minor crime that is usually ruled insignificant by the
makers of policy. So, when the company often deals with sensitive or classified
intellectual products and services, it is always advised to make the employees well-
aware and potentially sign a contract forbidding them from abusing the internal
information of the company even upon their departure or dismissal from the
company.
Rate of Unemployment: The element influencing the availability of applicants in the
growth rate of the economy. At the point when the company isn’t making new jobs,
there is a regular oversupply of qualified work that would prompt unemployment.
Competitors: The recruitment policies and procedure of the competitors impacting
the recruitment function of the organization.
Conclusion: Recruitment refers to one of the main departments that would place the
right candidate to the right job. The recruiters must identify the best candidates from
various sources and job sites. Recruiters have to identify the challenges faced during
recruitment and find an alternative to make work in an efficient manner that would be
able to fulfil the recruitment goal in the correct time.