As the second assignment of the Session Long Project submit a sample job description for the position you hold with your current employer. Were there any areas in this job description that you felt were missing that were pertinent to your job? If you were working in the human resource department how would you know if the candidate applying for the position could do the job? If not currently employed, use your last position. Be sure to incorporate module concepts into your assignment. Limit your response to 4-5 pages and remember to cite any references that you used. Job descriptions are a very important aspect of the employment process. It is a tool used to describe to the employee what is expected out of them during their time at the company. I will discuss what an effective job description should contain and what it should not contain. Also, the importance of receiving positive feedback from past employers. I will describe my current position and what was explained to me. If used correctly, the job description has the potential to tell the applying possible employer everything, with little questions to be asked.
My current employer is within the United States Air Force, I am a Aerospace Medical Technician, when I first enlisted I came in open general, which means you do not get to pick your job, they choose it for you. I was not given much detail about this job, besides it was in the medical field. I knew I wanted to be in the medical field within the Air Force due to my past job as a pharmacy technician. While I was applying for this job, I went through the interview process and felt like it was very generic and did not tell me much of what I was applying for. Since it was a small town, family owned pharmacy, the employment process was not very thorough. It was not the basic behind the counter pharmacy technician duty, it was based around assisted living homes and home medical equipment, not much retail. During my time there, I was able to learn many things about each drug, side effects, compounding drugs, home medical equipment and how assisted living homes operated. I was unaware of most opportunities that were given to me while applying.
The Term Paper on Medical Law Exam Notes
Who makes the offer in a doctor-patient relationship? Basic principle of ‘who makes the offer’ comes from Pharmaceutical Society of Great Britain v Boots Cash Chemists (Southern) Ltd [1953] 1 QB 401 Presentation of goods on a shelf was an invitation to treat; customer’s picking up of good from a shelf and presenting them for payment was an offer to buy (see Lord Birkett LJ) Devereux: the better ...
The basic knowledge I was given during the interview process and what was going to be expected out of me was to have a basic understanding of the
medications I would be delivering to assisted living homes and to be able to learn the brand name and generic brand name for the drugs to be filled. When I was hired as an employee there, most of the knowledge gained was best learned by getting involved and following someone who would teach you and help speed up your progress. I was able to shadow a few other technicians and occasionally the pharmacists. What I felt was missing from this description was they did not go in much detail about room for growth, although I was not complaining about the handful of promotions I was given, it was very vague on what I would be to do next. Jumping from a full time pharmacy technician where I was able to fill the prescriptions than to traveling to private homes and assisted living homes to set up home medical equipment could be very frustrating if you were not prepared for this step.
Job descriptions should be feasible, understandable and accurate for the companies essential needs. They should include information to attract the right candidate, describe the main areas of the position, job training and career advancement. Specifically, the description should include the job title, summary of the title, scope of practice, list of duties and salary range. Effectively developed, employee job descriptions are communication tools that are significant in your organization’s success. Poorly written employee job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they don’t know what is expected from them. (Susan M. Heathfield, 2012).
The Essay on Ethical dilemmas and behavior simulations help employees to make more ethical decisions
Ethical dilemmas and behavior simulations help employees to make more ethical decisions. The first step in achieving this goal is to set up a code of ethics for your organization and give each employee a copy. The code of ethics should review what is expected of each employee and provide examples and what to do in each situation. “A formal code of ethics can help you and your employees make ...
If employers were to spend a little bit more time making a more efficient and accurate job description, it would make the Human Resource Departments job a lot easier when it comes to the hiring process. This alone, I believe would limit issues brought to the department.
During the hiring process, the human resource department has an abundance of information to scroll through when making the final decision to hire the right candidate for the job. This is a very tough process to go through when trying to pick the right person, you have countless things to compare to. If I were to be within the human resource department and was involved in the hiring process, the first thing I would look at, would be the level of education needed for the applying position. Does the applying candidate have
the right level of education needed? Secondly, if the candidate has any job experience within the applied field. Experience is one of the more important factors, especially within the medical field. I would prefer if my chosen candidate has a steady medical background. Use employee job descriptions to obtain employee ownership and support for the position and to trace the parameters of the skills and abilities you seek for the position. In hiring, well-written employee job descriptions can help you make good hiring decisions. And hiring the right team is critical for your future success. (Susan M. Heathfield, 2012)
If at all possible, the best way to choose the right candidate would be an internship. It allows the possible employees to work alongside other employees and learn about the job, as well as the corporation. It also allows the employee themselves to make sure the opportunity is right for them. It gives them the opportunity to learn all the ins and outs of the job. This will also allow every candidate to be able to stand out, not only will the employers be looking at a piece of paper, or what college they went to, it puts a face to the name. I believe that if you have a passion for something and you are willing to do whatever it takes to get the job, this will make you stand above the rest and get chosen. Even if you are not chosen for the job, you still have more experience under your belt and gives you the chance to network out and possibly meet the right person for your next work opportunity.
The Term Paper on Age Discrimination Employee Hiring Employees
... amount of responsibility all candidates must have to lessen the chance that age discrimination will factor into the hiring process. Just because you ... with senior personnel. As a rule of thumb, employees with a high tenure make more money than their younger counter parts, and ... ceiling." The aged work force must take personal responsibility in job hunting, because looks can be an asset or detriment. ...
In summary, I have much to learn about the human resource department and the hiring process. I am taking everything I have been able to experience and apply it to my current position. To get the job you want, the best thing to have is the right education for it and to know that if you currently do not have experience in that job, do not give up, there are always alternate routes to make sure you get the knowledge needed. If you aim your sights on something you desire, your passion for it will take you there. Hopefully, this knowledge will benefit me and make me stand out.
Reference Page
Susan M. Heathfield, 2012. Why Effective Employee Job Descriptions Make Business Sense. 5 Tips About Employee Job Descriptions. http:// humanresources.about.com/od/glossaryj/a/jobdescriptions.htm
