NWRH Hospital: Job Description and Selection Report for Nurse Position

This report delves into the intricacies of job descriptions and the selection process, using the example of a Community Health Registered Nurse position at NWRH Hospital. It begins by defining job descriptions and their importance, outlining the key features of a good job description, and how they are utilized in managing employee performance, training, and appraisals. The report then presents a detailed job description for the nurse role, including duties, qualifications, and required skills. It further explores the recruitment procedure, emphasizing the use of various assessment methods, such as job knowledge evaluation, personality evaluation, structured interviews, and work sample evaluations. Behavioral interview questions and the roles of the interview panel members are also discussed. Finally, the report provides induction and orientation checklists, along with a human resource and audit process checklist, to ensure a structured and compliant hiring process.

Running head: MANAGING PEOPLE 1
Job Description And Selection
Name
Course
Instructor
Institution
Date

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Introduction
A job description refers to a document describing tasks, duties as well as the
responsibilities of a given job position. It contains elements such as the qualifications and skills
required for a given position, the expected salary range as well as the functionary to whom the
person to be employed will be reporting to(Aziri, 2011). The preparation of this document is
usually after a job analysis has been done to determine the required sequence of tasks necessary
for the successful execution of the job.
Features of a good quality job description
As an essential tool for the employers and employees, a good job description ought to
provide an overview of the job with enough details. This will provide room for effective pre-
employment screening, interviewing, and employee training after recruitment as well as
employee development(Berman, et al. 2012). The good job description has features provides
information which enables the employer to know the suitability of the employee to the position,
the areas to focus on in employee training while at the same time, it also gives direction to the
employee on the person they are to report to(Piccolo & Colquitt, 2006).
It has features such as;
 Skills, qualifications and education of the job applicant
 Personal characteristics of the job applicant
 Job responsibilities
 The chain of command within the organization relating to the position

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Ways in which job description can be used
A job description can be used for the following purposes;
 Managing the performance of the employee. It enables the employer to measure the
performance of the employee against the performance goals outlined in the job
description.
 It is used in employee development and training. It can be used as an incentive to push
employees into training to match the outlined job descriptions
 Can be used in coming up with employee appraisal programs. It gives a measuring index
which the employer can use to assess who deserves to be rewarded and who does not by
measuring employee performance against the job description(Ross, 2017).
Conclusion
A job description is a versatile tool for management. It identifies the position by title,
highlights the essential functions expected of the employee, as well as the required qualifications
for the job. Moreover, it describes the abilities, skills as well as the knowledge required for the
effective execution of the advertised job. All these help not only the employer but also the
employee in fitting in properly within the organization by polishing their skills to match the job
description.
Job description for community health registered nurse
NWRH Hospital vacancy announcement
North West Regional Hospital (NWRH) is a modern health facility with 160 bed space.
The health facility located at Burnie provides high quality care as well as special services to the

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communities of North West Tasmania and King Island. Among the main services offered by the
facility are surgical, medical as well as allied health specialties via both outpatient and inpatient
departments. Moreover, the hospital offers intensive care services to patients suffering from
trauma and other medical conditions. We are expanding our home health care agency and
therefore need a community health registered nurse to work in one of our outreach sites effective
immediately(Pennell, 2010). Since most of our patients are terminally ill, we hire persons who
are thoughtful and most compassionate. Your responsibility will entail the management of a
heavy case load hence possession of time management skills is critical(Brannick & Levine,
2002).
Similarly, you will be required to provide a high level of attention to every patient to
enable them meet their individual needs. Submit your resume if you are an individual who enjoys
working one-on-one with patients in an outside clinical setting.
The Community Health Registered Nurse duties and job responsibilities
 Assessment of the condition of patients during every visit and provide your observation
 Performing evaluation tasks such as a review of medication and critical signs
 Medication administration according to the physician’s prescription.
 Dressing and redressing of open wounds and assessment of the patients’ healing progress.
 Educating patients and their families on responsibility and effective care procedures and
strategies

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Qualification and skills for the position
 You must be registered and licensed by the state
 3+ years of experience in a similar field
 Excellent time management and communication skills
 Ability to multitask and travel to meet multiple patients in a day
 A friendly and compassionate individual
Recruitment procedure
The recruitment and selection process will be transparent and strictly based on merit. Any
effort by the applicant to influence the process of selection will lead to automatic disqualification
without any notice(Brookes, et al. 2007). For further information on the job description,
qualification, experience and application, visit the NWRH Hospital online portal:
www.nwrhvacancy.org.
Assessment/evaluation methods
To ensure an effective selection process for the Community Health Registered Nurse,
NWRH Hospital will use assessment methods that are predominantly based on the task as well as
those that are predominantly NWRH -based as follows;
NWRH Hospital assessment methods
Job knowledge evaluation: The hospital will use the job knowledge evaluation to whether the
recruit possesses the essential knowledge for the successful execution of the tasks.

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Evaluation of cognitive ability: The health facility will assess the mental abilities of the recruit
by evaluating the reasoning ability, verbal ability as well as the ability to examine and interpret
health conditions of patients. This will be done through administering multiple choice questions
to the recruit to answer(Carter, 2010). The total score at the end of the exercise represents the
measure of the mental ability of the recruit.
Personality evaluation: These will be used to assess whether the employee has the relevant traits
for effective job performance. Here, the hospital will assess personality traits such as
conscientiousness, agreeableness, how much the recruit is open to experience, extraversion as
well as the emotional ability of the new employee.
Structured interviews: NWRH Hospital will use structured interview questions to assess the
possession of softer skills by the recruit such as interpersonal skills, leadership skills,
communication skills, planning, adaptability as well as organizing skills(Sullivan-Bentz, et al.
2010).
Evaluation of the situational judgment: The community health care will use situational judgment
tests to assess the ability of the recruit to manage various situations that may rise in the course of
duty(Chang & Liu, 2008). The candidate will be asked to explain how he will hand a given
situation if it a rose in the course of duty.
Biographical data: The management will seek to obtain knowledge on the background, personal
characteristics, interests as well as hobbies which are relevant to the performance of community
health care duties
Work sample evaluation: The organization will use work sample tests to evaluate the capability
of the candidate to perform specific roles using available equipment. For instance, the
organization will test the ability of the Community Health Registered Nurse to operate medical

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equipment, repair and troubleshoot the equipment as well as the ability of the nurse to organize
and plan the given work(Kuoppala, et al. 2008).
Assessment centers: The organization will use assessment centers to evaluate the managerial and
supervisory competency of the candidate. Candidates will be required to conduct a series of
simulative exercises representative of the nursing care responsibilities as well as the tasks which
they will face in the job if considered(Cho, et al. 2008). The candidate will be required to carry
out the simulation exercise as if they were carrying out the real nursing job.
Behavioral interview questions for the selection of the Community Health Registered Nurse
 What drove you into becoming a nurse?
 Can you give an example of a case where you had to deal with a patient who was
demanding and difficult ad tell us what you had to do to manage the patient?
 Why do you want to work at the NWRH Hospital?
 According to you, what are the most essential traits which one should have to be regarded
as an effective nurse?
 Can you list some of the challenges a community health nurse is likely to encounter and
state how as a community health nurse you would handle the challenges?
 Why do you feel you are the most qualified person for this job?
 Tell us how you manage to work effectively under pressure?
Interview panel members and their respective roles
1. Osborne Kevin -Head of Human Resource
The head of human resource is in charge of coordinating the selection process. He sets the rules
of the game, chairs the interview session as well as has the final say on issues which arise during
the interview process.

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2. Calvin Clain -Head of Corporate Affairs
The head of the Corporate Affairs department is in charge of ensuring that the candidate has
effective PR skills which will enable him promote and maintain a stable relationship with the
patients, their families as well as with the entire community.
3. Mary Jane -Head of Communication
The Head of Communication Department is in charge of ensuring that the candidate has effective
communication skills. Being a professional in communication, he is able to observe whether the
candidate has effective communication skills such as proper use of non-verbal cues(Haq, et al.
2008). Therefore, he gives expert advice on the suitability of the candidate in terms of whether
he possesses the necessary communication skills or not.
Induction and orientation checklist
Congratulations for being selected to work as a Community Health Registered Nurse at
NWRH Hospital. Upon your arrival, you will be taken through the induction and orientation
program which will be introduced by the facilitator(Kovner, et al. 2009).

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Date Completed Signed Comments

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Welcome and
Introduction to Mentor
Original academic
certificates
Registration certificates
and license
Other relevant
certificates
Discuss:
General Conduct
Attire
Absence/Sickness
Procedures/Policies
Identify workstation
Admin arrangement
IT system
Telephone system
Receive stationery
Mail tray

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Typing and mail folders
Health and Safety:
Fire Procedure
Pinpoint Procedure
Door entry
Sign in procedure
Log off procedure
Accident reporting
Reference Material:
Conference room
Intranet
Colleagues
Candidate Details:
Name:………………………………………………………..
Team…………………………………………………………
Base…………………………………………………………
Start Date……………………………………………….

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Name of HR Officer
I confirm that service induction and orientation has been completed
Signature of Mentor …………………………………………….
Print Name ………………………………………………
Human Resource and Audit process checklist
To ensure that the selection process followed the right procedure and the new employee has all
the requirements for the job, the human resource and audit checklist is used to very compliance
with the requirements. For instance;
Date Completed Signed Comments
Welcome and
Introduction to Mentor
Receive employee Pack
Introduction to the
NWRH Hospital
Discuss:

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CRB check
Contract
References &
government registration
check
Attire
Transport – Lease Car
ID photo
Patient Handling (adult
or children, as
appropriate)
Anaphylaxis, CPR (adult
or children, as
appropriate) and Fire
Safety training
Child Protection Level 1
Introduction to IPR,
clinical supervision and
PDP requirements
Telephone system
Receive stationery
Equipment
Typing and mail folders

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Induction Pack
Local Pack
Candidate Details:
Name:………………………………………………………..
Team…………………………………………………………
Base…………………………………………………………
Start Date……………………………………………….
Name of HR Officer
I confirm that HR and Audit process has been completed
Signature of Mentor …………………………………………….
Print Name ………………………………………………

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References
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Practice, 3(4).
Berman, E. M., Bowman, J. S., West, J. P., & Van Wart, M. R. (2012). Human resource
management in public service: Paradoxes, processes, and problems. Sage.
Brannick, M. T., & Levine, E. L. (2002). Job analysis: Methods, research, and applications for
human resource management in the new millennium. London: Sage Publications.
Brookes, K., Davidson, P. M., Daly, J., & Halcomb, E. J. (2007). Role theory: A framework to
investigate the community nurse role in contemporary health care systems.
Contemporary nurse, 25(1-2), 146-155.
Carter, N. (2010). Clinical nurse specialists and nurse practitioners: title confusion and lack of
role clarity. Nursing Leadership, 189.
Chang, L. C., & Liu, C. H. (2008). Employee empowerment, innovative behavior and job
productivity of public health nurses: A cross-sectional questionnaire survey. International
journal of nursing studies, 45(10), 1442-1448.
Cho, K. S., Kang, H. S., Kim, J. H., Son, H. M., Han, H. J., Sung, Y. H., ... & Song, M. S.
(2008). Job description of the nurses working in outpatient department by DACUM
technique. J Korean Clin Nurs Res, 14(2), 31-45.
Haq, Z., Iqbal, Z., & Rahman, A. (2008). Job stress among community health workers: a multi-
method study from Pakistan. International journal of mental health systems, 2(1), 15.
Kovner, C. T., Brewer, C. S., Greene, W., & Fairchild, S. (2009). Understanding new registered
nurses' intent to stay at their jobs. Nursing Economics, 27(2), 81.