Evaluate and understand what the job entails and compare the characteristics of the job with your strengths
Exploring Job Design, Staffing, and Christian Worldview
Hardy identifies that a person may have multiple vocations simultaneously, such as being a parent, parishioner, spouse, and career (Hardy, 1990, p. 82). It might be challenging to align our perceived talents with a particular job. An example of finding a suitable match might be a very compassionate and caring person who might become a nurse or other position in the medical field. There are different paths for people who enter the medical field. Nurses tend to be hands-on and have significant patient interaction; they tend to be caring. Physicians typically have more clinical patient interaction. They usually are the people who provide a diagnosis and plan of care for their patients. Individuals who have technical skills and want to enter the medical field may become technicians, everything from nuclear medicine to x-ray technicians. Other traits that may attract people in the medical field are accountants, information technology specialists, and many others. The different fields that have been identified have a wide range of salaries. Individuals need to understand their particular skills and focus on those when selecting their vocation instead of looking at the wage and having the salary as the motivation.
When considering a vocation, it is essential to evaluate and understand what the job entails and compare the characteristics of the job with your strengths; this may be considered as the right job fit (Valentine, 2020, p.122). Consider the medical profession; if someone has a nurturing personality, nursing might be the best fit. If the person is curious, highly driven, and a problem solver, then a physician might be a better choice. Not everyone is good at every job, and the idea is to find satisfaction in your work.
Work is only part of a person’s life and not their entire life; there needs to be a work-life balance (Hardy, 1990, p. 118). Continuing with the medical field analogy, a nurse may choose to work at a Magnet hospital, where they are part of a clinical team. Magnet status of hospitals equates to job enrichment where nurses have input and are more respected (Valentine, 2020, p, 122). Magnet hospitals have a higher retention rate among newly licensed R.N.’s (Blegen et al., 2017).
There are nursing shortages in many areas of the county, and the human resource department must be creative in offering attractive choices and benefits. An example is one hospital in the northeast region of Pennsylvania that offered full-time benefits and full-time salaries to nurses who work Friday and Saturday night from 7 pm to Saturday 7 am. This is 24 hours of work, but it is an undesirable shift, and human resources offered a potential solution.
The health care professionals in the United States are facing limited human resources; as the population ages and leaves the workforce; it creates a gap. Then, aging populations become potential recipients of health care. Potential shortages in all levels of medical personnel are not exclusive to the United States. A study of human resources for health in Peru indicates the need to address shortages within the next decade; the analysis highlights how important adequate incentives are to improve entry and retention of employees in the health care sector (Jimenez et al., 2017). Any human resource personnel must understand the labor market, not just the current needs, but it must look to the future and anticipate the supply and demand.
A study that looked at various CV attributes and skills when recruiting from colleges and universities showed that employers are highly influenced by CV attributes when selecting candidates to interview, as they have low training costs (Humburg & Velden, 2015). With health care, given there is a shortage of talent, the health care centers recruit directly from the local colleges and universities. The hospitals offer nursing students an opportunity to complete their clinical hours at their facilities, thus making it easier for them to select the best candidates for the job.
In an industry where there are specific education and skills necessary to be eligible for a position, human resources must participate in the recruiting process. Still, it also must be part of the long-term strategic planning team.
References
Blegen, M. A., Spector, N., Lynn, M. R., Barnsteiner, J., & Ulrich, B. T. (2017). Newly licensed R.N. retention: Hospital and nurse characteristics. The Journal of Nursing Administration, 47(10), 508-514. https://doi.org/10.1097/NNA.0000000000000523Hardy, L. (1990). The fabric of this world: Inquiries into calling, career choice, and the design of human work. W.B. Eerdmans.Humburg, M., & Velden, R. v. d. (2015). Skills and the graduate recruitment process: Evidence from two discrete choice experiments. Economics of Education Review, 49(December), 24-41. https://doi.org/10.1016/j.econedurev.2015.07.001Jimenez, M. M., Bui, A. L., Mantilla, E., & Miranda, J. J. (2017). Human resources for health in peru: Recent trends (2007-2013) in the labour market for physicians, nurses and midwives. Human Resources for Health, 15(1), 69-69. https://doi.org/10.1186/s12960-017-0243-yValentine, S., Meglich, P., Mathis, R., Jackson, J., (2020). Human Resource Management. Cengage
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