Ch. 3 Human Resource Management KSPE 4250

Job Descriptions Homework for class, part 2 Write a job description for a team physician for your site (budget project)

Organizational Culture beliefs, values, assumptions and norms that form the infrastructure of the organization. Collegial culture: consensus, teamwork, participatory decision making Personalistic culture: autonomy in decision making and problem solving Formalistic culture: clear chain of command and well defined formal authority

Organizational Structure span of control: # of subordinates supervised by an individual organizational chart: tool to illustrate the role of an ATC within a program

Organizational Charts Function Oriented: most common is AT settings, allocate staff members to projects for which they have skills and knowledge. Advantages/Disadvantages: see text

Organizational Charts Service oriented: organize staff according to the function they serve. Advantages/Disadvantage: see text

Organizational charts Matrix Organizational Chart: combo of strongest components of service and function models Advantage/Disadvantage: see text

Informal Organizations Social contact, satisfaction of needs, power, peer pressure, problem solving, goal congruency, shared understanding, information and communication, knowledge and expertise, formal organizational support, physical proximity

Staff selection Staff Selection: any procedure used as a basis for any employment decision. ATC hiring, promotion, demotion, retention, and performance evals. Step 1: Position description: formal document that describes the qualifications, work content, accountability, and scope of the job.

Staff Selection job specification: describes the qualifications the ATC should hold job description: responsibilities for which the position holder will be held accountable. Each duty should be assigned a weight (%) so the ATC understands which is most important.

Job Description be specific, if possible an ATC should have some say in the wording of the job description reflect characteristics of the job should be reviewed and modified once a year

Staff Selection Step 2: Recruitment and hiring. Recruitment is planning for HR needs and ID potential candidates for those needs. Review procedures for hiring and recruiting Anti-discrimination questions pg 77

Steps of recruiting and hiring for employer Request for position Position request approval Position vacancy notice Application collection Telephone interviews Reference checks On-site interview Recommendation and Approval for Hiring Offer of Contract Hiring

Steps of recruiting and hiring for applicant Determine desired work setting Ask present and past supervisors for references Ready resume and cover letter Let everyone you know that you are job hunting Position vacancy notice Application Telephone interviews Reference checks On-site interview Offer of Contract Hiring

Validity and Reliability in hiring Validity is important because: 1. Will produce a staff that functions well 2. Enhances the efficiency of the selection process. 3. Keeps hiring process fair and fee of bias Two questions to consider a. Could a person who did not meet this criterion be reasonably expected succeed in this position? b. How likely is a person who meets this criterion to succeed in this position?

Validity and Reliability in hiring Reliability also helps keep bias to a minimum. To enhance reliability: make sure all candidates go through the same screening process and are asked the same interview questions.

Staff Supervision 1. Evaluation 2. Promotion 3. Retention 4. Dismissal

Legal Aspects on the Job search Fair Labor Standards Act Equal Opportunity/Affirmative Action Americans with Disabilities Act