Human Resources

Planning
Job Analysis

For a Nurse
Job Summary
Accountable for the complex spectrum of patient care from admission to discharge
thru the
process of assessment, planning, implementation and evaluation. Each nurse has a
the
primary authority to fulfill responsibility of the nursing process on the assigned shift.
Directs
& guides patient, teach and assign activity for ancillary personnel and always
maintaining
standards of professional nursing.
Relationships
Reports to: head nurse, supervises nursing assistants, orderlies, etc
External relationships : Physicians, patients and patients families
Qualifications
Nursing graduate from an accredited school; One year medical / surgical work
experience;
If having special care nursing certifications and experience will get value
Physical requirements: Ability to bend, reach, assist to transfer upto 30kg; ability to
stand or
walk for 80% of an 8hr shift; Visual and hearing acuity to perform job related duties.
Essential Responsibilities
Assess physical, emotional, psychological dimensions of patients
Formulate a written plan of care for patients from admission till discharge
Implement plan of care.

Job Analysis
Systematic

collection of information
regarding the knowledge, skills,
abilities, and other characteristics
(KSAOCs)/competencies required to
perform a job successfully

Job Analysis
Job Specification
A process for
obtainingAall statement of the
Job Description
pertinent jobhuman
facts
qualifications
A statement
necessary to do the
containing items such
job. Usually contains
as
items such as
Job title
Education
&
Job code
Experience
Location
Aptitudes
Job summary
Physical efforts
Job duties
Physical skills
Working conditions
Communication

 Job

analysis

provides

answers

of

the

following aspects of the job:

What a worker does? (Worker functions)
How a worker does it? (methods and techniques)
What aids are necessary? (machines, tools, equipment's)
What is accomplished? (products/services produced)
What

knowledge,

skills,

(qualifications required)

abilities

are

involved?

Job Analysis Terminology

Job

element: It is the smallest unit

into which work can be divided.
Task: It is a distinct work activity
carried out for a distinct purpose.
Duty: Its defined area of work (duty
in a number of tasks).
Position: It is the set of tasks &
duties performed (each person in an
org., has a position).

 Job:

Duties and responsibilities.

Job family: A group of two or more
jobs that have similar job duties.
Occupation: It refers to a general
class of jobs.
Career: Sequence of jobs that an
individual has held throughout his or
her working life.
Job
description: Statement of
duties & responsibilities of a specific
job.

 Job

Specification: It is a statement of

min acceptable human qualities necessary

to preform a job properly.
Job

Classification: Specified basic such

as kind of work or pay.

Job

evaluation: Determining the worth of

a job in relation to other jobs.

Purpose of Job Analysis

Preparation

of job descriptions
Writing job specification
Legal compliance
Job design
Recruitment & Selection
Training and development
Performance appraisal
Compensation

Job Analysis
Job

activities

Specific activities that an employee will

need to perform in order to complete
required assignments
Examples

Job Analysis
Educational

requirements

Degrees & certifications

Experience
Example

Job Analysis
Equipment

used

Job Analysis
Working

conditions

Dirt, heat, noise, fumes, clean, pleasant

Physical requirements
Degree of each
Percent of work time spent in each
Schedule weekends, PT FT, evenings
Work pace
Example

Job Analysis
Supervisory

and management
responsibilities
PT & FT ees & volunteers
Any hiring, training, scheduling,
evaluating, and dismissing employees

Interpersonal

communication skills

Phone, face to face, electronic, media

Frequency

Job Analysis
Agency

contacts

People within the organization the

employee will come into contact with
when completing job tasks
Maintenance, marketing, special rec
External

contacts

Media, other agencies, hospitals

Job Analysis
Competencies/KSAOCs

needed

Knowledge information required for

the position
understanding

of exercise physiology,
strength training techniques, kinesiology,
and exercise

Skills - specific observable abilities

required to perform the particular tasks
of the position
Assesses

for muscle strength, mobility,

Implements individualized exercise plans

Job Analysis
Competencies/KSAOCs

needed

Abilities Aptitudes for a position, how

well they complete a task
Ability

and flexibility to

manage multiple tasks simultaneously

motivate others to initiate behavior change
work with diverse groups and special populations.

Characteristics attitudes, personality

factors or mental traits needed
Positive

attitude, ethical, honest

Job Analysis
How

to gather information

Interview
Questionnaire
Structured checklist
Observation
Diary/log
Combination of methods

Job Classification & Type

Job Description

Classification Systems

Classes group of positions that have

comparable responsibilities (horizontal)

Education levels
Previous experience
Span numerous departments
Subject to same benefits & salary ranges

Classification Systems
Series

a form of vertical
classification of employees
Within a certain department
A gradation of skills & qualifications
PT Assistant, PT
Personal Trainer 1, 2, 3
Specialist, Supervisor, Coordinator
Assistant D, Associate D, Senior
Associate D

M a y o r - C it y o f B lo o m in g t o n
D ir e c to r o f P u b lic W o r k s

Series

Classe
s

D ir e c to r o f P a r k s & R e c r e a tio n

S u p e r in te n d e n t o f S tr e e ts

S u p e r in te n d e n t o f O p e r a tio n s

S u p e r in te n d e n t o f U tilitie s

S u p e r in te n d e n t o f R e c r e a tio n

M a in te n a n c e W o rk e r 1

M anager

M a in te n a n c e W o rk e r 2

C o o r d in to r

M a in te n a n c e W o rk e r 3

S u p e r v is o r

Specific Job Analysis

Techniques
Narrative
NarrativeJob
Job
Analysis
Analysis
Fleishman
FleishmanJob
JobAnalysis
Analysis
System
System

Functional
FunctionalJob
Job
Analysis
Analysis

Job
JobAnalysis
Analysis
Techniques
Techniques

Position
PositionAnalysis
Analysis
Questionnaire
Questionnaire
Management
ManagementPosition
Position
Description
Questionnaire
Description Questionnaire

Task
TaskAnalysis
Analysis
Inventory
Inventory
Critical
CriticalIncidents
Incidents
Approach
Approach

Job Analysis Techniques

Narrative

Job Analysis

Has one or more SMEs prepare a written

narrative or text description of the job.
The

Fleishman Job-Analysis System

Defines abilities as enduring attributes

of individuals that account for
differences in performance.
Relies on a taxonomy of abilities that
presumably represents all of the
dimensions relevant to work.

Job Analysis Techniques (contd)

Task

Analysis Inventory

Is a family of job analysis methods,

each with unique characteristics;
each focuses on analyzing all the
tasks performed in the focal job.
Functional

Job Analysis

Attempts to provide a single job

analysis instrument that can be
used with a wide variety of jobs.

Job Analysis Techniques (contd)

Position Analysis Questionnaire (PAQ)

Consists of 194 items reflecting work behavior,
working conditions, or job characteristics that
are assumed to be generalizable across jobs.

Management Position Description

Questionnaire (MPDQ)
Contains 197 items that analyze how
managerial jobs are done in terms of 13
components considered essential to all
managerial jobs.

Critical Incidents Approach

Focuses on critical behaviors that distinguish
between effective and ineffective performers.
533