Job Description

Answer each of the following questions within a full and complete sentence. Do not provide the information as a list or as bulleted items What are the mailing address and telephone numbers that should be used to contact you in case of an emergency? Include the full address and telephone number in a complete sentence form. A comma is required between the street address and the city.

Veterinary Technician When trying to decide on a career path, a veterinary technician is a good choice for those who enjoy working with animals. It allows people to pursue their passion and also earn a comfortable living. The job of a veterinarian technician is much like the job of a nurse to a doctor. A veterinarian technician assists veterinarians with duties such as surgery and carrying out the orders they have prescribed. There are many areas available to a veterinarian technician such as working in research laboratories, zoo research as well as in wildlife.

Also how each little section of jobs and duties has its own

Nelson was determined to define occupation clearly so that progression could be made in the field of occupational therapy (Nelson, 1988: 633). In the following essay I will outline the model that Nelson designed to clearly illustrate occupation. I will then describe an occupation that I take part in and apply Nelson’s ideas to my occupation to prove that it is an occupation. Nelson describes occupation as “the relationship between two things: occupational form and occupational performance” (Nelson, 1988: 633). Occupational form is the external environment or situation in which the occupation is performed in.

Short staffing is one of the many challenges nurses encounter in the work environment. The impacts can be detrimental primarily to the patient’s outcome. To examine the effects of short staffing, research was conducted on 36,539 hospital inpatients to evaluate the amount of those exposed to an understaffed shift and how many patient outcomes resulted in a NSO (Twigg, Gelder, & Myers, 2015). NSO’s are nurse sensitive outcomes based on the nursing care provided to the patient. Patients exposed to short staffing had an increase of greater than one chance of NSO’s compared to patients not exposed (Twigg et al., 2015).

Aerospace Engineering Have you ever thought about who designs airplanes? Maybe you’ve wondered who builds spacecraft. From landing on the moon to the Wright brother’s aerospace engineers are responsible for what people can do with what goes on in the sky. Becoming an engineer of any kind is not easy there are many steps to becoming an aerospace engineer. It requires a lot of hard work and dedication, and includes a minimum of four years in college.

My passion for helping and supporting those whose economic and financial standings have hindered their growth in our society, has driven me towards social work. I feel I have exhausted every possible avenue in my current degree field. Pursuing a master’s in Social Work, will give me the diversity that I need, while aiding me in bringing my dreams of working more in depth with clients, by helping assist them with their individual needs and issues to reality. The Social work field also offers versatility which allows me to work in many dimensions, such as clinical, case management, and many other composites which enables me to help every population. Becoming a social worker gives me other benchmarks in which I can use to evaluate programs,

Unfortunately, more times than not, once we begin those roles, it is not all what the description stated it would be. When working jobs, individuals want to utilize all of their skillset and apply it to all of the types of work they do. This, in my opinion, is one of the ways

1.0 INTRODUCTION It is an essential to have clear understanding of an organization’s purposes to understand how organization works and its method of working can be improved. Usually, general objectives lead to clarification of purposes and responsibilities at all level of organizations. Management is the process of communicating, coordinating and accomplishing action in the pursuit of organization objectives while managing relationship with stakeholders, technologies and other artifacts, both within as well as between organizations. (Kinicki)

In examining the article, “Job Redesign for Expanded HIS Functions,” by Elizabeth Wayman, we see interesting challenges for Health Information Services departments, as their mandate to organize complicated, expanding amounts of data within a digital context is pushed for rapid implementation. It is a managerial challenge that might seem overwhelming to some managers, and the pressure is high. As well, both privacy and shared access demands are crucial, and it is information with many categories and cross-categories compiled together. Wayman writes that simply urging health information professionals to work harder or to “work smarter” results in extraordinary amounts of workplace stress in this complicated situation, and so other systems must be developed (Wayman, 2011). However, the need to see results is not only important, lives could depend upon it.

It was found to have good structural validity as the "interclass reliability coefficients range from .77 to .97 with an average reliability of .87" (Caughron, Mumford and Fleishman, 2013), this was also found in other studies. Siddique in 2007 , looked into the effect that conducting a job analysis has on a company and job performance, they found "a strong, positive associated of a proactive job analysis practise with organisational performance" (Siddique,2007) suggesting that conducting job analyses within companies can have a positive advantage for the company, they concluded that "a proactive job analysis practice is indeed an effective HR strategy to achieve desirable organizational outcomes, such as greater administrative efficiency, healthy organizational climate, better financial performance and stronger relative performance in the industry" (Siddique,

Introduction Job analyses and job descriptions are used by the Human resource consultants and experts as an elementary unit for many functions of human resource department that includes recruiting and employing, evaluating performance and ranges of salary (Levine et al 1988). As according to Brannick et al (2007), job analyses is an important factor in business that ensures the correct hiring of desired individuals for various jobs. Job analyses protect ensures protection of companies against claims (Veres et al1987), and it help businesses to adequately reward their staffs (Smith et al 1990). According to Fleishman & Mumford (1991), accuracy of Job analyses affect many of the HR functions, So, it is essential to make sure that job analyses is performed properly and in detail. A job analysis implies collecting information on the approaches to evaluate performance, worker-oriented behaviors, job-oriented conducts, and workers behaviors during working with materials, machines, and equipment, job environment and worker’s requirements (Harvey, 1991).

THEORETICAL BACKGROUND OF THE STUDY: 3.1 RECRUITMENT & SELECTION Recruitment and selection is one of the most important management functions. The whole process represents a significant investment in both financial and other resources. Recruitment and selection are two of the most important functions of personnel management. Recruitment procedure selection and helps in selecting a right candidate.

In basic terms, employability is about being fit for getting and keeping work that is satisfied. Employability skills can be characterized as the transferable abilities required by a person to make them 'employable'. Alongside great specialized understanding and

Introduction Employees are crucial to any business, and so it is extremely important for an organisation to have a great understanding to the recruitment and selection process. This process is used to make sure the right candidate is chosen for the job. The aim of the research is to create a better understand of the recruitment and selection process and what takes organisation to recruit new employees. The recruitment and selection process has so many different elements to think about, and this essay reflects on how the organisation searches for possible candidates to recruit. Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made.