Managing People in Organization Assignment

Running head: Managing people
Managing people

Managing people
Table of Contents
Introduction.................................................................................................................................................3
Job descriptions...........................................................................................................................................3
Key features of good quality job descriptions..........................................................................................3
Objective of job description.....................................................................................................................4
Job description of clinic receptionist...........................................................................................................4
Job description of community health registered nurse...............................................................................5
Job description of emergency department registrar...................................................................................6
Key selection criteria (Clinical receptionist).................................................................................................7
Key selection criteria (Community health registered nurse).......................................................................7
Key selection criteria (Emergency department registrar).............................................................................8
Recruitment advertisement for online use..................................................................................................8
Assessment and evaluation method..........................................................................................................10
Interview questions for the clinical receptionist........................................................................................10
Interview panel members..........................................................................................................................11
Conclusion.................................................................................................................................................12
References.................................................................................................................................................12
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Introduction
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.
Job descriptions
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).
Key features of good quality job descriptions
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.
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 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).
Objective of job description
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).
Job description of clinic receptionist
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 environment.
Further, he should have the basic knowledge of the desktop and Microsoft office.
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Managing people
 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).
Job description of community health registered nurse
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).
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Job description of emergency department registrar
The job description of the emergency department registrar has been discussed below.
 The person should be MBBS, a medical degree. 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 department. 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).
Key selection criteria (Clinical receptionist)
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.
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Managing people
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).
Key selection criteria (Community health registered nurse)
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.
Key selection criteria (Emergency department registrar)
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.
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Managing people
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).
Recruitment advertisement for online use
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Managing people
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Assessment and evaluation method
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).
Interview questions for the clinical receptionist
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?
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Managing people
 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?
Interview panel members
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).
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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.
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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.
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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.
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