Welcome to Week 3 of the course!
In Week 2, you learned about the importance of human resource management (HRM) in healthcare organizations. The week also focused on HRM’s role in dealing with legal issues. In addition, you explored the major laws affecting healthcare and the legal responsibilities and ethics that impact the healthcare workplace.
This week, you will learn about the role of HRM in dealing with job design, job analysis, and job descriptions. In addition, you will focus on performance management, employee relations, and the disciplinary process.
Let’s begin this week by understanding the differences between a job design, a job analysis, and a job description.

Your Learning Objectives for the Week:

  • Evaluate the components of job analysis.
  • Utilize critical thinking to analyze major HR challenges facing healthcare organizations and evaluate methods of minimizing the negative impact

MHC6306 WEEK 3 LECTURE, DISCUSSION, & PROJECT INSTRUCTIONS

1

Job Design; Analysis; and Description

A job design refers to arranging tasks related to a job in a way that helps increase productivity, operational efficiency, and quality and reduce job dissatisfaction. As a human resources professional, you must ensure that the employees meet these objectives and that the objectives are tied directly to the analysis and description of any job within the organization.

So, you have learned about the role of HRM in dealing with job design, job analysis, and job descriptions. In addition, you will focus on performance management, employee relations, and the disciplinary process.

Resources:

Cogin, J. A., Ju Li, N., & Lee, I. (2016). Controlling healthcare professionals: How human resource management influences job attitudes and operational efficiency. Human Resources for Health, 14 doi:
https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=rzh&AN=118354459&site=eds-live

Sadatsafavi, H., M.A., & Walewski, J., PhD. (2013). Corporate sustainability: The environmental design and human resource management interface in healthcare settings. HERD : Health Environments Research & Design Journal, 6(2), 98-118. Retrieved from


https://su.idm.oclc.org/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=90392208&site=eds-live

Additional Materials

Lists the differences among a job design, a job analysis, and a job description.

Performance Management in Healthcare

Performance management is a process that helps gauge an organization’s progress toward its goals. It sets the organization on a path toward achieving excellence in the organization’s objectives.

Performance management also helps employees know their contributions toward achieving the organization’s objectives. In addition, it helps employees know that their contributions are recognized and acknowledged.

Knowing the contribution of an employee toward achieving organization goals requires a two-way communication between the reviewed and the reviewer.

The steps of the two-way communication process are given below.

1. Clarifying expectations: Performance management begins with a discussion between the reviewee and the reviewer regarding:

· Expectations

Page 1 of 1
Human Resource Management in Healthcare Organizations

©2014 South University

Job Design, Job Analysis, and Job Description

Let’s learn about the differences among a job design, a job analysis, and a job description.

Aspect Definition Purpose Use

Job Design

A job design is primarily
concerned with
designing the job to
match the employees’
skill sets with the job
and then using these
skills to improve
organizational
performance.

The purpose of a job
design is to improve
employee motivation
and productivity.

A job design is used to
address problems such as:

 Work overload

 Repetitiveness

 Excessive working
hours

 Isolation

Job
Analysis

A job analysis involves
knowing the nature and
characteristics of the
people to be employed
for the jobs.

The purpose of a job
analysis is to document
the requirements of a
job and the work
performed.

A job analysis is used for:

 Recruitment and
retention

 Training and
development

 Performance evaluation

Job
Description

A job description is a
written statement of a
specific job, which
includes duties,
responsibilities, and
working conditions
required for the job.

The purpose of a job
description is to
capture the skills,
experience,
qualifications,
knowledge, and
attributes that are
required to perform a
job successfully.

A job description is used
for:

 Providing the details of
qualifications and
experience required for
the job

10/4/21, 7:35 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406872&evalObjectType=5&userId=4901&groupId=0&rubricId=6574&d2l_b… 1/4

Close

Print RubricSUO Discussion Rubric (80 Points) – Version 1.2
Course: MHC6306-Human Resource Management in Healthcare Organizations SU01

Response
No Submission
0 points

Emerging (F-D: 1-27)
27 points

Satisfactory (C: 28-
31)
31 points

Proficient (B: 32-35)
35 points

Exemplary (A: 36-40)
40 points

Criterion Score

Quality of Initial

Posting

/ 40
No initial posting exists to

evaluate.

The information provided is

inaccurate, not focused on

the assignment’s topic,

and/or does not answer

the question(s) fully.

Response demonstrates

incomplete understanding

of the topic and/or

inadequate preparation.

The information provided is

accurate, giving a basic

understanding of the

topic(s) covered. A basic

understanding is when you

are able to describe the

terms and concepts

covered. Despite this basic

understanding, initial

posting may not include

complete development of

all aspects of the

assignment.

The information provided is

accurate, displaying a good

understanding of the

topic(s) covered. A good

understanding is when you

are able to explain the

terms and topics covered.

Initial posting

demonstrates sincere

reflection and addresses

most aspects of the

assignment, although all

concepts may not be fully

developed.

The information provided is

accurate, providing an in-

depth, well thought-out

understanding of the

topic(s) covered. An in-

depth understanding

provides an analysis of the

information, synthesizing

what is learned from the

course/assigned readings.

Participation
No Submission
0 points

Emerging (F-D: 1-13)
13 points

Satisfactory (C: 14-
16)
16 points

Proficient (B: 17-18)
18 points

Exemplary (A: 19-20)
20 points

Criterion Score

10/4/21, 7:35 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=406872&evalObjectType=5&userId=4901&groupId=0&rubricId=6574&d2l_b… 2/4

Participation
No Submission
0 points

Emergin

10/4/21, 7:36 AM Rubric Assessment – MHC6306-Human Resource Management in Healthcare Organizations SU01 – South University

https://myclasses.southuniversity.edu/d2l/lms/competencies/rubric/rubrics_assessment_results.d2l?ou=81520&evalObjectId=415122&evalObjectType=1&userId=4901&viewTypeId=3&rubricId=251905&… 1/3

Associated Learning Objectives

MHC6306.01 HR function related to strategic planning

Assessment Method: Score on Criteria – IMPORTANCE OF IDENTIFIED ROLES: Describe and assess the importance of each role and how it relates to the organization

Required Performance: Satisfactory (C range) (21-23)

MHC6306.03 Job analysis

Assessment Method: Score on Criteria – IMPORTANCE OF IDENTIFIED ROLES: Describe and assess the importance of each role and how it relates to the organization

Required Performance: Satisfactory (C range) (21-23)

Close

Print RubricMHC6306 Week 3 Project Rubric
Course: MHC6306-Human Resource Management in Healthcare Organizations SU01

Criteria
No Submission
0 points

Emerging (F through
D range) (1–17)
1 point

Satisfactory (C range)
(18-19)
19 points

Proficient (B range)
(20 – 22)
22 points

Exemplary (A range)
(23-25)
25 points

Criterion Score

EDUCATIONAL

QUALIFICATIONS

: Explain the

education

qualifications

needed for each

position/ role

/ 25

CREDENTIALING

AND LICENSING:

Outline the

requirements for

the identified roles

/ 25

Student did not

submit assignment.

Student attempted to

explain the

educational

qualifications of the

positions, but did not

provide sufficient

understanding in the

explanation

Student explained the

educational

qualifications of each

position using two to

three resources

Student explained the

educational

qualifications for

each position using

two to three scholarly

resources

Student explained the

educational

qualifications for

each position using

three to five scholarly

resources

Student did not

submit assignment.

Student attempted to

outline the

requirements for

licensing and

credentialing for the

positions but did not

demonstrate

sufficient

understanding

Student outlined the

requirements for

licensing and

credentialing using

two to three

resources

Student outlined the

requirements for

licensing and

credentialing using

two to three scholarly

resources

Student outlined the

requirements for

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