Human Resource Management
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Use one of the job evaluation methods identified in chapter 11 of the Dessler text to establish the relative worth of the following hospital jobs:
FLOOR FINISHER: Operates 19-inch, floor scrubbing machine. Uses various chemicals to remove old finishes from floors and cleans carpets. Uses mops and buckets to clean up residue from floor stripping and applies new finishes. Must have ability to examine old finishes, identify their type, and mix chemical solutions to desired strength to remove old finishes without ruining floor surfaces. Must be able to identify various types of terrazzo and tile flooring composition and use appropriate cleaning agents. Must know several types of polymeric floor finishes and appropriate application to floor surfaces.
CHECKOUT AIDE: Cleans patient's room after the patient checks out of the hospital. Must know procedures for properly cleaning patient room. Must know procedures for stripping off old linen, cleaning bed frame, and remaking patient bed. Must coordinate cleaning with check-in desk so rooms are ready for next scheduled patient. Must be able to use routine germicidal products to ensure safe patient environment.
HOUSEKEEPING AIDE: Must know procedures and germicidal products for cleaning patient rooms. Works on a routine schedule established by department supervisor.
PROJECTS AIDE: Engages in nonroutine labor tasks within hospital. Must be capable of working under general supervision. Typical projects are moving furniture, cleaning up nonrecurring messes (e.g., water puddle caused by broken water pipe), and moving equipment.
FLATIRON ATTENDANT: Works at finishing end of flatiron in hospital laundry. As pressed sheets and other flat linen emerge from flatiron, folds linens and places them on laundry cart. Pushes full carts to linen wareroom.
WASHER-EXTRACTOR OPERATOR: Operates commercial washers up to 3,000-lb capacity and extractors of up to 1,000-lb capacity. Must know how to load and unload washer and extractor. Centrifugal force extractor requires judgment in loading so loads are not out of balance, thereby causing damage to equipment or hazards to employees. Must know appropriate washing formulas to ensure linens are clean, Must know special procedures for assuring that difficult-to-clean stains are handled to salvage the linens. Oversees work of assistant washer/extractor operator.
For this assignment, complete the following tasks:
Establish the relative worth of these jobs using a job evaluation method and provide a rationale for your conclusions.
Use this information to develop an incentive plan and provide a rationale for your incentive strategies.
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The response addresses the queries posted in 1202 words with references.
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The response addresses the queries posted in 1202 words with references.
//As per the directions, in the paper we have used factor comparison method of job evaluation to examine the relative worth of the given six jobs, which are Floor Finisher, Checkout Aide, Housekeeping Aide, Projects Aide, Flatiron Attendant, and Washer-Extractor Operator. The incentive plan based on the job worth of the given jobs is also described in the paper.//
Job Evaluation
Assessing the relative worth of each job in an organization is the main goal of conducting a job evaluation. It is done on the basis of the requirements of each job. The second step in the job evaluation process is to assign the correct compensation with each job and thereby, rectifying any unfairness in the compensation (Albert, 2002).
Job Evaluation of the Hospital Jobs using Factor Comparison Method
Factor comparison method is one of the quantitative methods which can be used for job evaluation. In this method, every hospital job will be compared with other hospital jobs on the basis of a number of factors, which are skills and knowledge, mental and physical requirements, requirements regarding the care of patients, responsibility, and working conditions. It is the responsibility of the job evaluation committee to first correctly provide the definition of all these factors and then, use them for the purpose of job evaluation (Stahl, 2004).
Definition of the Factors -
Skills and Knowledge - The degree of proficiency regarding the skills and knowledge required to perform the job effectively.
Mental requirements - The degree of mental stress involved in performing the job effectively.
Physical Requirements - The degree of physical endurance involved in performing the job effectively (Wolper, 2004).
Patient Care Requirements - These requirements ...
Education
- MBA (IP), International Center for Internationa Business
- BBA, University of Rajasthan
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