Job Analysis for a Health Term Paper

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For higher-level occupations that have a series of components and facets, a competency-based analysis is more useful. For example, to ensure that the individual had rapport with patients served by the facility, one of the competencies might be defined as working in a hospital environment in a major urban location. While "competencies include knowledge, skills, and abilities, they "are more than that. There is a component of behavior, performance outcomes, motivation, and attitude included in the concept" (Senior Professional in Human Resources Exam Prep: Workforce Planning and Employment, 2007, Pearson Education).

If either competency or task-based analysis must be selected for the entire organization, given the critical nature of the health providing personnel, the former should be selected over the latter. Furthermore, it could be argued that even the most basic administrative tasks will be successfully executed, if the 'right' people are found, who possess the certain core administrative competencies like organizational ability, even if they must be trained in some of the standard operating procedures of the office. Overall, "traditional or task-based job analysis focuses on the job and what is actually being done, whereas competency-based analysis focuses on the person and how the job outcomes are to be accomplished," which is why competency-based analysis has become more favored in the current occupational environment (Senior Professional in Human Resources Exam Prep: Workforce Planning and Employment, 2007, Pearson Education).

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All jobs require some training, and eventually, all jobs will require a certain amount of on-site retraining, but if the right person is found, this is usually not an obstacle. Flexibility and commitment is vital, and cannot be reduced to a task for most occupations. "Many organizations believe that the use of competencies is a more strategic approach and better aligns employee behavior with the organization's mission and values than do description of tasks and functions" (Senior Professional in Human

The only problem with the use of the less clearly defined, but more useful competency-based job search approach is that focusing on the "how" a job is performed and the person performing the job can be legally problematical, given that it can give rise to charges of discrimination law if not enough focus is put on what is done and instead is turned to a focus on the candidate's personality and ability to meet the tasks of the job. However, given the value of the competency-based approach, this should not necessarily be an obstacle to using this approach. However, job discrimination law must be kept in mind by human resource personnel when creating job descriptions, analysis, and embarking upon a job search.

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