Job Analysis and Evaluation Quiz

Job Analysis

• Job analysis is a method or technique used to gather facts about a job, crucial for evaluation, defining requirements, and training purposes.

Elements of Job Analysis

• Job Description: Records tasks and responsibilities under appropriate job titles.
• Job Specification: Details the personnel requirements for the job, highlighting the ideal candidate's attributes.
• Job Evaluation: Compares jobs formally and systematically to determine wage and salary differentials. It analyzes and assesses jobs to establish their relative worth, using analytical and non-analytical methods. (Examples: job ranking, job classification, point rating, factor comparison).
• Job Classification: Groups jobs with similar content into designated categories.

Methods of Job Analysis

• Observation: Useful for simple and repetitive work.
• Interviews: Conducted with job holders and management.
• Questionnaires and Checklists: Often based on procedure manuals.

Outcome of Job Analysis

• Identifies tasks and duties performed.
• Determines decisions to be made and equipment used.
• Explains how the job fits within the organization's structure.
• Defines the degree of complexity and difficulty involved.

Uses of Job Analysis

• Determines appropriate selection methods.
• Identifies training needs and methods.
• Supports job evaluation exercises.
• Aids in job design.
• Assists salary and wage negotiations.
• Forms part of manpower planning.

Recruitment and Selection

• Stakeholders: Organizational goals & objectives, Manpower Plan, Recruitment & selection policy, Training, Training surveys, Appraisal, Training Requirement, Job analysis (job description & personnel specification), Comparison of skills & knowledge.

Job Application Form

• Contains sections for personal details, education & experience history, present employment specifics, social & leisure interests, and references.

Job Description & Person Specification

• Job Description: Broadly outlines the purpose, scope, duties, and responsibilities of a job.
• Person Specification: Lists the attributes of an ideal candidate, enabling the measurement of candidate suitability for the job.

Uses of Specification

• Assesses candidate skills compatibility with the job.
• Determines employee promotion suitability.
• Tests employee job performance.
• Guides training development.
• Calculates job worth.

Guidelines for Devising Job Description

• Job Identification: Includes job title, organogram, number of employees doing the particular job.
• Purpose of the Job: Highlights job objectives related to corporate objectives.
• Position in the Organization: Explains relationship with other jobs and responsibilities.
  • Duties: Includes key tasks, limits of the job, required methods, and quantity/quality of work.
  • Responsibilities: Covers resource responsibilities (staff, budget, machinery), details of physical conditions (noisy/dirty/dangerous) & work hours (overtime).
  • Social Conditions: Considers group work environment.
  • Grade, Salary/Wage Range, & Fringe Benefits: Includes details such as rates, increments, piece-work incentives, bonuses, commissions, pension schemes, and company-provided cars.
  • Promotion Prospects: Explains job-holder reporting structure, future succession, and key difficulties.

Physician Assistant Job Description

• Job Title: Physician Assistant (rural/district practitioner).
• Grade: Physician Assistant.
• Responsible To: Head of Unit/Department.
• Accountable To: District Director/Medical Superintendent.
• Job Purpose: Provides comprehensive primary health services to support overall healthcare delivery, prioritizing areas with high needs such as rural Health Centers and urban polyclinics/hospitals.
• Job Summary: Works as a team member providing and monitoring patient care, and collaborates with disciplines and staff for client/patient care.

Key Duties (Clinical)

• Assesses and prioritizes patients.
• Conducts confidential consultations (history-taking & assessment/diagnosis).
• Develops and implements patient care plans.
• Accurately documents patient care and management packages.
• Provides condition management advice.
• Offers necessary referrals.
• Handles emergency surgical procedures and therapies.
• Conducts minor surgical procedures (incising boils, suturing wounds, dressing wounds).
• Engages in Ward rounds, clinical meetings, morbidity/mortality meetings, and general staff meetings.
• Provides primary care to patients with mental health issues.
• Performs relieving duties at health centres.

Community Work

• Conducts outreach community health activities within the catchment area.
• Facilitates community involvement in health programs (Maternal/Child Welfare, Family Planning).
• Participates in health education talks.
• Collects and reports on socioeconomic and epidemiological morbidity/mortality data at the sub-district level.

Communication & Working Relationships

• Maintains effective communication with colleagues and clients.
• Develops working partnerships within sub-district.
• Ensures effective dissemination of health information to staff and clients.
• Participates in multi-professional meetings/conferences.
• Promotes and safeguards patients' interests and well-being.

Personal & People Development

• Maintains ongoing personal and professional development.
• Monitors performance against agreed objectives and standards.
• Contributes to staff continuing professional development (CPD).
• Engages in appraisals and in-service training.

Management

• Participates in daily health centre management/supervises other health stations within the sub-district.
• Supports plan development, budgeting, and periodic reporting of health centre activities.
• Improves and optimizes job methods/work efficiency.
• Supervises revenue collection and accountability.

Responsibilities

• Research Responsibilities: Conducts surveys.
• Health and Safety Responsibilities: Manages own and others' safety; complies with GHS health and safety requirements/attends training; contributes to plant/equipment maintenance.

Quality Assurance

• Complies with GHS Quality Assurance Policy guidelines.
• Models quality improvement by providing advice and support to others.
• Stays current with quality developments within the area of work & related services.

Person Specification Criteria

• Educational Qualifications & Experience: Requires a degree in physician assistantship and a year of internship at an accredited facility. Continuous professional development (relevant) is also required.
• Training in Management and Leadership: Is considered desirable.

Knowledge

• Possesses knowledge of patients' rights and responsibilities, health and safety, primary health care, emergency services, health trends, district health/sub-district services, and basic surgical procedures.

Skills

• Excellent writing and verbal communication skills.
• Ability to work, lead, and manage multi-disciplinary teams.
• Effectively organizes workload under pressure.
• Demonstrates initiative and problem-solving abilities.
• (Desirable) – Possesses strong computer skills.

Personal Attributes

• Self motivated/able to motivate others.
• Flexible attitude/committed to service needs.

Note

• The post-holder must adhere to GHS Code of Professional Conduct and Disciplinary Procedure and the Patient Charter.
• This job description is a guide, not an exhaustive list and is subject to change with future developments.

Test your knowledge on the primary purposes of job analysis and evaluation methods. This quiz covers key concepts such as job specifications, analysis methods, and the roles of health workers in community service. Perfect for students and professionals in human resources and healthcare.