Job Descriptions And Selection Criteria For The Hospital Industry Essay.

Identify interview panel members and explain why each should be part of the panel. 

The essay presents a brief overview of the job descriptions and it explains the significance of the job descriptions. It explains the job descriptions of clinical receptionist, community health registered nurse and emergency department registrar. Further, the paper explains the key selection criteria for the clinical receptionist, emergency department registrar and community health registered nurse. It describes the evaluation and assessment methods to select the right candidate for the hospital industry.

The job description is a document which explains the general and common tasks, duties, functions, roles, and responsibilities of the position. It may specify and explains the functionary to whom the position reports, particular skills, and qualifications are required by the person in the employment and salary range. The job description is the important function of the human resource management which is performed by the HR team effectively and efficiently (Armstrong & Taylor, 2014).

Job description plays a vital role in every organization to recruit the candidates in the global market. The key features of job description have been discussed below (Berg, Dutton & Wrzesniewski, 2013).

• Job description includes the job summary and it includes the various types of data related to the employees. It provides an introduction and explanation of the job. In this way, it provides various benefits to the applicants. They can easily understand and analyze the job profile and position of the company. Job summary includes the specific data rather than vague data and information.
• It provides help to explain the roles and responsibilities of the candidate in the new company. It includes the list of roles, responsibilities, and duties which are fulfilled by the applicants within the organization.
• The job description also provides information about qualification, experiences, and background of the applicants. It also provides outline about the skills and potentials of the candidates.
• Further, job description provides information about the company profile, goodwill, and image of the firm. It also provides information about the rules, regulations, and code of conducts of the company.
• In addition, job description uses standardized terminology and it is used by the various organization. It is the important part of the human resource management. In this way, job description helps to resolve various conflicts and disputes of the employees (Berg, Dutton & Wrzesniewski, 2013).

The job description is important for employees as well as the organization. Therefore, many companies use job description within the organization. Job description could be used to understand the roles and policies of the organization. It is important to evaluate and analyze the job performance and efficiency in the organization. The job description is helpful when a potential employee is terminating and reviewing the position of the worker. An effective job description provides information about the business activities and operations of the company (Boswell, Zimmerman & Swider, 2012).

The professional should inherit adequate and appropriate skills and potential to manage various issues with children in North West regional hospital. The following information is included in the job description before applying the job of clinic receptionist (Drummond, Sculpher, Claxton, Stoddart & Torrance, 2015.

• He should be a qualified person with minimum 2 years of experience in the administration and clinical assisting.
• The person should prepare a summary of every patient after their checkup with doctors.
• The person should have the ability to handle and manage the fast-paced Further, he should have the basic knowledge of the desktop and Microsoft office.
• Salary and pay also mention in the job description. The clinical receptionist should perform the front office task and duties effectively and efficiently. They must know that how to deal with kids and how to resolve their issues and problems in the hospital.
• They should provide assistance and guidance to the children regarding their care at home and they monitor and analyze the health of the kids.
• They should greet patients upon arrival and they should obtain insurance information about the patients. They are responsible to maintain patients’ records in the organization. They should have effective communication skills to guide and suggest the employees (Parker, Giles, Lantry & McMillan, 2014).

Community health registered nurse plays a vital role in the hospital industry. The community health registered nurses are the essential part of the North West regional hospital. They give high contribution in order to gain the long-term success and growth of the firm. The job description of community health registered nurse has been discussed below (Drummond, Sculpher, Claxton, Stoddart & Torrance, 2015.

• They should be a diploma in Master of Science in nursing and they should know how to deal with patients. Healthcare nurses serve the people by providing clinical facilities to them. They are the integral and essential part of the communities.
• They are responsible to provide various information related to the disease spreading in the atmosphere.
• The person should be a minimum 2-3 years experience in the same field.
• They must collect information to the doctors about the diseases and illness of the patients.
• They must proper communication and coordination with patients and they are obliged to listen to the issues and problems of the patients.
• They assess the client health and they perform duties and responsibilities which are required in the hospitals. Further, they take care the patients in wards. In addition, community health registered nurse counsel and educate the clients and their family to prevent the disease and illness. After the various researchers, it has been analyzed that various information is mentioned in the job description (Neuwelt, Kearns & Cairns, 2016).

The job description of the emergency department registrar has been discussed below.

• The person should be MBBS, a medical He should have 2-3 years experience in the same field.
• The person should have effective key competencies and knowledge in the same industry. He should obtain current ACLS certification.
• He should have the ability to work as a team member and he should have capabilities to communicate with other persons effectively and efficiently.
• There are various roles and responsibilities of emergency department registrar are mentioned in the job description.
• He works under the supervision of the medical consultants and he is responsible to admit the patients from the emergency department.
• The emergency department registrar is responsible to take round in the wards with the medical team on daily basis.
• They review the patients on daily basis and they are responsible to maintain proper records of the patients. They contribute to risk management initiatives, quality improvement, and policy development.
• The emergency department registrar is responsible to provide regular facilities to the patients for 24*7 and they should attentive all the time in the emergency The emergency department registrar is a very crucial designation in the hospital and it is an important part of the hospital.
• If the person wants to give resignation from the position then he should give prior intimation at least one month ago (Jennings, Clifford, Fox, O’Connell & Gardner, 2015).

Qualification: Candidates must have minimum formal educational qualifications to pursue the position as a clinical receptionist within the NWRH. Further, he should have high school diploma in the same field.

Selection Criteria

Experience: The person should have minimum experience at least 2-3 years in the same field. Further, the person should have basic knowledge of medical terminology and physician office operations.

Knowledge, skills, and abilities: The person should be good knowledge in technology and they should have academic skills and basic knowledge of computer.

Personal characteristics/Special requirements: The personal characteristics include pleasant personality, high ethical standards, welcoming communication and positive moral judgment. Further, the nature and behavior of the applicant should be pleasant (Flowerdew, Brown, Russ, Vincent & Woloshynowych, 2012).

Qualification: The candidates should have associates and bachelor degree and the person should obtain a postsecondary certificate.

Experience: The applicant should have minimum 2-3 years experience in the same industry.

Knowledge, skills, and abilities: The person should be an effective communicator and helper. The candidate must maintain basic etiquettes and ethics in the hospital. The person should be a confident and loyal applicant.

Personal characteristics / special requirements: The personal characteristics include counseling, listening and caring. Further, the candidate should maintain good behavior at the workplace.

Qualification: The candidate should obtain a medical diploma and the person should understand the medical terminology which is essential in the same field. EMT and CAN certification are required in the same field.

Experience: The applicant should have 5 years relevant in the field of emergency medicine. The person is responsible to fulfill the jobs and duties which are mentioned in the job description.

Knowledge, skills, and abilities: The applicant should be a multitasking person and he should have basic computer knowledge. Further, he should understand insurance standards and other medical terminology.

Personal characteristics / special requirements: The candidate should maintain good relationships with patients. They should maintain a cordial and reciprocal relationship at the workplace (Wihler, Blickle, Ellen III, Hochwarter, & Ferris, 2017).

There is various assessment and evaluation methods can be used by the hospital industry which can provide help to human resource management for selecting the right and suitable candidate for the job. A medical examination is necessary while selecting a candidate in the hospital. There are two methods which provide support to the selection process such as successive hurdles method and compensatory method (Drummond, Sculpher, Claxton, Stoddart & Torrance, 2015).The hurdle method is used for the job positions to evaluate the skills and abilities of the workers. Each and every candidate should complete the entire step in the selection process. This method is more effective and reliable. This approach is very economical for the hospital by selecting and recruiting candidates from the large group. Intelligence and skills test is conducted by the firm to evaluate the possibility of the panel interview. The compensatory method includes the various data before the selection process. These data can affect the business success and growth positively and negatively. This method is suitable for the managers and senior managers to take the more appropriate and adequate hiring decision. It is very expensive and time-consuming method. It requires minimum skills and capabilities. By using these two methods, the organization can select and hire a suitable and effective applicant for the job. Now it is assumed that these methods play a vital and crucial role in hospital industry to select the right candidate for doing task and duties effectively (Bush, &Middlewood, 2013).

Assessment and Evaluation Methods

There are various types of questions are asked by the human resource management and medical superintendent while hiring a clinical receptionist (Patel, Messersmith & Lepak, 2013). These questions are such as:

• What are your qualification and job experience in the hospital industry?
• Tell me your strengths and weakness for the position of clinical receptionist.
• Why should we hire you?
• How would you deal with patients?
• What is your future dreams and goals?
• What do you know about our hospital?
• Are your comfortable with night shifts?
• What were your primary roles and responsibilities?
• Did you maintain patients’ records and accounts?
• Tell me about your previous work experience as a clinical receptionist?
• What steps did you take to protect the patient’s confidentiality and rights?
• Will you be able to do work extra hours if needed?
• What have you learned from your previous job?
• Where would like to see you in the next 5 years?
• What type of interactions did you have with visitors and patients?

The panel members should be present in the North West Regional hospital for conducting the interview. These members evaluate and analyze the performance and knowledge asking the various questions in the interview. This panel should not include the line managers for taking the decisions in the organization for selecting the new candidate. The following members should be present in the North West Regional Hospital for interviewing purpose (Patel, Messersmith & Lepak, 2013).

Human resource manager: The HR manager is the person who manages the human resources in the entire organization. HR manager must be the part of the panel. They are the person who takes the interview of the applicants and provides training and development coaching to them. They resolve the issues and queries of the applicants.

Medical director: The medical director is the part of the panel. He also evaluates and analyzes the skills and practical knowledge of the clinical receptionist. 

Supervisor: Supervisor is the person who evaluates and analyzes the work of clinical receptionist. They are responsible for all the work which is done by the clinical receptionist. Therefore, the supervisor is an essential part of the panel in the organization.

All these members are the part of the panel. All these members check and evaluate the background, qualification, and knowledge of the applicants (Patel, Messersmith & Lepak, 2013).

Conclusion

The paper is based on the North West regional hospital. It explains the how the hospital manages its key people to fill the vacancy of clinical receptionist, emergency department registrar and community health registered nurse. On the above discussion, it has been analyzed that North West regional hospital manages all the people effectively and efficiently. The organization uses effective panel to select the applicants in the organization.

References

Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Berg, J. M., Dutton, J. E., & Wrzesniewski, A. (2013). Job crafting and meaningful work. Purpose and meaning in the workplace, 81-104.

Boswell, W. R., Zimmerman, R. D., & Swider, B. W. (2012). Employee job search: Toward an understanding of search context and search objectives. Journal of Management, 38(1), 129-163.

Bush, T., &Middlewood, D. (2013).Leading and managing people in education.Sage.

Drummond, M. F., Sculpher, M. J., Claxton, K., Stoddart, G. L., & Torrance, G. W. (2015). Methods for the economic evaluation of health care programmes. Oxford university press.

Flowerdew, L., Brown, R., Russ, S., Vincent, C., & Woloshynowych, M. (2012). Teams under pressure in the emergency department: an interview study. Emerg Med J, 29(12), e2-e2.

Jennings, N., Clifford, S., Fox, A. R., O’Connell, J., & Gardner, G. (2015). The impact of nurse practitioner services on cost, quality of care, satisfaction and waiting times in the emergency department: a systematic review. International journal of nursing studies, 52(1), 421-435.

Neuwelt, P. M., Kearns, R. A., & Cairns, I. R. (2016). The care work of general practice receptionists. Journal of primary health care, 8(2), 122-129.

Parker, V., Giles, M., Lantry, G., & McMillan, M. (2014). New graduate nurses' experiences in their first year of practice. Nurse Education Today, 34(1), 150-156.

Patel, P. C., Messersmith, J. G., & Lepak, D. P. (2013). Walking the tightrope: An assessment of the relationship between high-performance work systems and organizational ambidexterity. Academy of Management Journal, 56(5), 1420-1442.

Wihler, A., Blickle, G., Ellen III, B. P., Hochwarter, W. A., & Ferris, G. R. (2017). Personal initiative and job performance evaluations: Role of political skill in opportunity recognition and capitalization. Journal of Management, 43(5), 1388-1420.