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Secretly I am a galactic warrior from another planet but don’t tell anyone, I am here to save earth from those pesky aliens
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Welcome To Hope C Hopkins Website |
Secretly I am a galactic warrior from another planet but don’t tell anyone, I am here to save earth from those pesky aliens
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In conducting a job analysis for pediatric RN, there are several methods which have be created to conduct job analysis (Spector, 2012). These methods are utilized for the diverse resources of data and the diverse methods of obtaining information (Spector, 2012). Few of these methods centered on the job or the individual, while others centered on both (Spector, 2012). These methods vary in their uses of the four resources of job analysis data and the four ways of gathering data (Spector, 2012). Conversely, several methods were created because they will not be used for the same purposes and intent as well designs for certain situations (Spector, 2012). Levine, Ash, Hall, and Sistrunk found that Job analysts graded diverse methods as the most fitting for diverse purposes (Spector, 2012). There are four of several job analysis methods, these are common methods that are utilized to contrast diverse jobs. All these methods have their own unique strengths and were created for specific purposes (Spector, 2012). Though there are four of these methods, the one that will be discussed for Pediatric RN is Job Components Inventory. This method was created in Great Britain to discuss the need to connect job skill to employee traits (Spector, 2012). Pediatric RNs are nurses who put all their concentration on the treatment and needs of teenagers children and infants (Pediatric RN, 2014). Their skills and training helps them to offer patients with medical care and support (Pediatric RN, 2014). Job Components Inventory can be used for the simultaneous assessment of the job requirements and an individual's KSAOs (Spector, 2012). KSAO for a job and for a person are listed (Spector, 2012). The amount of correspondence of the lists are utilized to decide if a person is best suited for a specific job or if the individual needs more training to better perform the specific job properly (Spector, 2012). The Job Components Inventory can be used with pediatric RNs as well in a organization because of the tools offered by this method. The JCI addresses more than four hundred features of jobs that have been adapted into skill requirements (Spector, 2012). Here are five components presented in JCI, use of tools and equipment, perceptual and physical requirements, mathematics, communication and decision making and responsibility (Spector, 2012,). Image references: http://bartlettconsultinginc.com/job-analysis/ References: Spector, P.E. (2012). Industrial and organizational psychology (6th ed.). Hoboken, NJ: Wiley.
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