Job Descriptions
Job Description
Letha Tolbert
BUS/303
Tonya James
July 29, 2012 Job Description
Job descriptions are necessary to define the required knowledge, skills, responsibilities, training, experience, certification or licensure, and outline of reporting for a specific job within an organization. Carolyn Youssef (2012), states that “a job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (The Job Analysis section, para.1). A job description has significant impact across the whole range of Human resources management because it provides the employer with job information for posting and advertising a job. In addition, a job description is a good tool for employers to explain and clarify duties, responsibilities, and reporting lines of a job to a new employee.
In this paper, A job description will be included pertaining to a Certified Rehabilitation Facilitator (CRF). I will include tasks, tools and technology, knowledge, skills and abilities, and educational requirements. A description of two selection methods will be used to recruit qualified candidate for the position of a Certified Rehabilitation Facilitator, and an explanation will be provided on why the two selection methods is appropriate.
Essential Skills and Experience
The Certified Rehabilitation Facilitator should be able to perform clerical duties and demonstrates a working knowledge of patient’s rights during interactions with patients. He or she should provide clear communication to associates, coworkers and external customers. The CRF should be able to aid in building and maintaining the company’s reputation by contributing as a member of the staff while upholding the company core values. Responsibility for the maintenance and cleanliness of the company equipment and supplies is an essential function of the position.
Tasks and Duties
The Certified Rehabilitation supports full, part time, and PRN therapy staff
Letha Tolbert
BUS/303
Tonya James
July 29, 2012 Job Description
Job descriptions are necessary to define the required knowledge, skills, responsibilities, training, experience, certification or licensure, and outline of reporting for a specific job within an organization. Carolyn Youssef (2012), states that “a job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled” (The Job Analysis section, para.1). A job description has significant impact across the whole range of Human resources management because it provides the employer with job information for posting and advertising a job. In addition, a job description is a good tool for employers to explain and clarify duties, responsibilities, and reporting lines of a job to a new employee.
In this paper, A job description will be included pertaining to a Certified Rehabilitation Facilitator (CRF). I will include tasks, tools and technology, knowledge, skills and abilities, and educational requirements. A description of two selection methods will be used to recruit qualified candidate for the position of a Certified Rehabilitation Facilitator, and an explanation will be provided on why the two selection methods is appropriate.
Essential Skills and Experience
The Certified Rehabilitation Facilitator should be able to perform clerical duties and demonstrates a working knowledge of patient’s rights during interactions with patients. He or she should provide clear communication to associates, coworkers and external customers. The CRF should be able to aid in building and maintaining the company’s reputation by contributing as a member of the staff while upholding the company core values. Responsibility for the maintenance and cleanliness of the company equipment and supplies is an essential function of the position.
Tasks and Duties
The Certified Rehabilitation supports full, part time, and PRN therapy staff
References: B C Housing (2010). Job Descriptions. Why are they necessary? Retrieved from http://www.bchousing.org/resources/HPK/Administration/HPK_3_Job_Description_ Writing_Tool.pdf UTS Human Resources (2012) http://www.hru.uts.edu.au/recruitment/recruiting/selecting/ techniques/index.html Youssef, C. (2012). Human Resource Management. San Diego, CA: Bridgepoint Education, Inc.