1. Job Analysis
And
Job Description

2. Job analysis and job description are closely interrelated.
Definition:
The method and procedures utilized to determine the duties, responsibilities, working conditions and relationship.
Job analysis and job description are closely interrelated.

3. Job Analysis Job Description Job Specification Job Evaluation
Management must decide how to divide the activities of the organization among a specified number of personnel to ensure the success of the company. This process is more complex than it might at first seem. HRM functions serve to facilitate the process of designing, implementing, managing, and evaluating the success of this division of labor.
HRM professionals engage in a number of activities that contribute to management efforts to divide work effectively and efficiently. These include recruitment, selection, training and development, performance appraisal, and compensation management. To understand how HRM functions relate to these activities, it is necessary to define key terms:
Job. A job is a group of related activities and duties
Position. A position consists of the different duties and responsibilities performed by only one employee.
Job Requirements. Job requirements are the different duties, tasks, and responsibilities that make up a job.
Job Specification. Job specification is a statement of the needed knowledge, skills, and abilities of the person who is to perform the job.
Job Description. A job description is a statement of the tasks, duties, and responsibilities of a job to be performed.
Job Specification
Job Evaluation

4. Job Analysis
is the first step in job evaluation and requires investigation each job skills and personal attributes required to perform the job satisfactorily.
Process of obtaining information about jobs by determining what the duties, tasks, or activities of jobs are.

5. Uses of job analysis
serves as a basis for orienting and training employees regarding their specific duties.
It is used in job evaluation.
It clarifies lines of responsibility and authority.

6. Steps of job analysis Identifying the job completely and accurately.
Describing the task of the job.
Indicating the requirements for its successful performance.

7. Individuals interview method
Method of job analysis
Observation method
Individuals interview method
Group interview methods
Structured questionnaire methods
Technical conference methods

8. Job Description
Statement of the tasks, duties, and responsibilities of a job to be performed.

9. Job Descriptions Job title Department Job Summery.
4. Duties & responsibilities
Job Description
1. XXX
2. XXX
3. XXX
4. XXX
Department
A job description is a statement of the tasks, duties, and responsibilities of a job to be performed. Job descriptions are important to both employees and employers. For employees, the job description can be used to help them to learn their job duties and understand the results they are expected to achieve. For employers, written job descriptions can serve to minimize the misunderstandings that occur between managers and subordinates. Key elements of job descriptions include:
Job Title. Selection of a job title is important for several reasons:
Psychological. The job title provides status to the employee.
Indication of duties. The job title helps describe what the employee does.
Level in hierarchy. The job title should indicate the relative level occupied by its holder in the organization.
Job Identification Section. This usually follows the job title and indicates the departmental location of the job, the person to whom the job holder reports, and other pertinent information.
Essential Functions Section. This is a statement of job duties and is typically arranged in order of importance, indicating the weight or value of each duty. It is also important that the job description enumerate and explain the essential functions (the mental and physical skills and abilities) required to do the job successfully. Managers who write job descriptions in terms of essential functions reduce the risk of discriminating on the basis of a disability.
Job Specifications Section. This section describes the personal qualifications a person must possess to perform the duties and responsibilities contained in a job description. Skills relevant to a job include education or experience, specialized training, personal traits or abilities, and manual dexterities. Physical demands refer to how much walking, standing, reaching, lifting, or talking must be done on the job.
Job Summery
Job duties and responsibilities

10. Elements of job description
Date.
Job title.
Department.
Division.
Code Number.
Job position required.
Job Summery.
Organizational relationship
Job duties and responsibilities.

11. Principles of writing up effective job description
Arrange duties and responsibilities in logical orders.
State duties and responsibilities clearly and concisely
Limit the use of the word ''may''
Be specific to show kind of work, complexity, skills required, and use action words as analyze, gather….

12. Job Specification
Statement of the needed knowledge, skills, and abilities of the person who performs the job.

13. Job Evaluation It built upon and job analysis and job description
defined as a systematic method of appraising the worth or value of each job in relation to all other jobs in the same organization.
It built upon and job analysis and job description

14. Purposes of job evaluation
1-To identify factors or conditions that place one job higher than another in a value hierarchy. 2-To determine the relative worth of each job as a basis for equitable pay differentials.

15. Thank you

16. Nursing Care Delivery Systems
5/18/2018
Nursing Care Delivery Systems
Nursing Research/Dr. Hanan A. Ezzat/ I. Role of Research in Nursing

17. Nursing Care Delivery Systems
One important function of the professional nurse at the first-line management position is organizing the activities of the staff into a workable pattern to meet patient needs

18. Assignment Definition:
Assignment refers to “a written delegation of duties to care for a group of patients by trained personnel assigned to the unit.

19. Purposes of assignment
To delegate the work to be done to the nursing personnel.
To gain the cooperation of the nursing personnel by knowing and accepting the work to be done.

20. Principles of personnel assignment
It must Made by the head nurse or nurse in charge based on:
Nursing needs of each patient
Time required caring for each patient.
The capabilities, skill level, previous experience and the interest of the staff members.
Job description.

21. Characteristics of effective assignment
1. Definite and easily understood.
2. Simple.
3. Clear.
4. Signed.
5. Written
6. Posted in advance
7. It should emphasize essentials and recognize individual differences.

22. Methods of assigning personnel:
1-Case method.
2-Functional method.
3-Team nursing method.
4-Primary care method.
5-Modular method.

23. 1-The case method: -Is the oldest patient care delivery system.
-In this system one must assume total responsibility for the complete care of the patient while he/she is on duty.
-The patient has different nurse in each shift.
-Is used frequently in intensive care unit.
-As a method for teaching student nurses.

24. Advantages:
-Quality of patient care is high.
-Patient satisfaction is high.
Disadvantage:
-Limited continuity of care.
-High cost.

25. 2-Functional nursing method:
Work assignment are divided into tasks and assigned to nursing and ancillary personnel. It is a task focus.

26. Advantages: -It is efficient when there is shortage of staff.
-Need less equipment and supplies.
-It is efficient when there is shortage of staff.
- Cost effective.

27. Disadvantages:
-Fragmented care.
-No one nurse is familiar with patient total needs.
-It is difficult to fix responsibility for errors.
-Less satisfaction for nurses and patients.

28. 3-Team nursing method: Advantages Disadvantage
Team nursing uses a group of heath care workers with varied skills, and training. They are directed by a leader to provide total services for a defined patient population.
Team nursing usually refer to large group of patients
The team leader plans, coordinates and supervise, evaluation and participates in the delivery of care to patients.
The main features of team nursing are the nursing care plan and team conference.
Advantages
High quality patient care
Nurses satisfaction is high
Patients and physicians satisfaction is high
Development of leadership skills
Disadvantage
Very high cost
More time needed by the team to meet and share ideas and coordinate efforts
Need more equipment and supplies

29. 4-Primary nursing method:
-Primary nursing features a registered nurse who gives total patient care from 4-6 patients, while he/she is on duty; and remains responsible for the care of these patients twenty four hours a day throughout the patient's hospitalization.

30. Advantages; Disadvantages: -High quality care. - High cost.
-Increases satisfaction of both nurses and patients.
-High quality care.
Disadvantages:
- Time consuming.
- High cost.

31. 5-Modular method:
It is a combination of primary method and team method.
-Varied from primary nursing that, it can be used when nursing staff includes practical nurses and professional nurses.

32. -It is similar to primary assignment in that each pair of nursing personnel is responsible for care of patient from admission to discharge.
-It is similar to team nursing that professional and non professional workers work together.

33. Thank you