Nursing Jobs for Journal of Project Management- myassignmenthelp

Question: Discuss about theNursing Jobs for Journal of Project Management. Answer: Designing and analyzing nursing jobs Nursing is an ideal job that that requires a lot of patience, mental stability and perseverance. It cannot be considered as a mere job; rather it can be asserted that nursing is a service to humankind. It is quintessentially a philanthropic approach. Getting into nurse jobs requires establishing an emotional connection with the patients and with their family members. It is an full time responsibility that requires to look into all the nook and corners that may affect the patient like hygiene factors, maintaining quality of requirements, having strong communication skills and adapting flexible schedule of work (Pournader, Tabassi Baloh, 2015). The nurses are also required to keep an optimistic approach towards all the issues that may crop up and build up strong interpersonal skills. An ideal nurse dedicated towards his or her profession must have a problem resolving attitude. Job Enrichment Strategies A Particular job can be enriched in terms of quality emphasizing on the job opportunities, strategic planning and controlling. Job enrichment also considers the factors like focusing on the concept of self-monitoring, working in team mechanisms and enhancing knowledge by taking training and development methods. Apart from that job rotation strategies also focuses on job rotation and peer monitoring. Job Enlargement Strategies There are a number of strategies involved to enlarge a job sector. The most common way to ensure the enlargement of job is enlarged by adding complex woks of similar kind to the position (Duffield et al., 2014). Focusing at work variation and keeping the employees engaged also enlarges the job. The other ways of enlarging a jobs are to make sure that the staffs attains training programs and at the same time it opportune the employees to have a taste of all the variation of a single job. Hr planning and recruitment: Certain factors affect the recruitment process of nurses in hospitals and health care centers. A thorough environmental scanning of the same would critically evaluate the factors affecting the hiring and recruitment of staffs. One of the major factor is labor market that invites unnecessary applicants for a job role when the market is saturated. The negative and the positive brand image of the hospitals also impacts on the recruitment process and the type of employees chosen. Further, there are additional factors like political stability of the place, unemployment rates and threat of competitors that influences the recruitment process. The externally focused recruitment in the context of short term recruitment include processes like Casual calling, directly recruiting, internship offers to schools, colleges and universities and hiring of labor on contract basis (Hoffmann, Inderst Opp, 2016). The long term recruitment on the other hand includes strategies like hiring employees on recommendations, referrals, from consultancy and from external agencies and firms. External recruitment strategies: Its advantages to diversify workforce External recruitment strategies are popular because it is unbiased, thus maximum diversity can be maintained (Phillips Gully, 2015). The other processes like casual calling and direct recruitment allows all ethnicity and races to apply for the job. Internship recruitment from schools and colleges ensures diversified work culture. Total rewards: Direct compensation for Nursing Jobs The compensation philosophy is broadly dependent upon the payment practices and the annual reviews of the company. The payment practices are unbiased and transparent that allows professional advancement of the employees in particular area, thus attaining institutional goals and objectives. The annual reviews on the other hand opportune the employees to work and perform better. It acts as motivation to the employees. Valuation of the job: Nursing is less a job and more of a approach. It is an ever-positive approach to serve humanity. The wages are not considered as the prime objective in this profession. It can be regarded as the most profession without much of bribery and forgery scene. Compensation package: The compensation packages are designed in a way that rewards and gives recognition to the employees, offers promotion to the deserving employees and other activities like team outing. Base pay and variable pay: Base and variable pay are the type of compensation package that companies uses to wage the employees. The variation within the pay scale helps the company to mark the basic pay of the employees and thus can alter the other variables of the entire salary. Total rewards: Employee benefits and services: Under voluntary benefits, the company offers medical insurance, health insurance, and security insurance. The prime reason that company offers voluntary benefits to the employees is employee security (Jessen, 2015). It induces an urge within applicants to join the company and employees show better loyalty towards the company. Job related service: In terms of Positive investment, certain program like training and development processes are undertaken that trains the employees to execute their work in perfection. It increases the production of the company and attracts more clients to the company. Flexible benefits program: Flexible benefits program is advantageous to the employer as it enables the employer to satiate the need of the employees (Cascio, 2018). The employer can keep a complete control of finance and the employer controls the employees. The recruitment process is also easier. Reference List Cascio, W. (2018).Managing human resources. McGraw-Hill Education. Duffield, C., Baldwin, R., Roche, M., Wise, S. (2014). Job enrichment: creating meaningful career development opportunities for nurses.Journal of nursing management,22(6), 697-706. Hoffmann, F., Inderst, R., Opp, M. M. (2016). Only time will tell: A theory of deferred compensation and its regulation Jessen, J. T. (2015). Job satisfaction and social rewards in the social services.Journal of comparative social work,5(1). Phillips, J. M., Gully, S. M. (2015). Multilevel and strategic recruiting: Where have we been, where can we go from here?.Journal of Management,41(5), 1416-1445. Pournader, M., Tabassi, A. A., Baloh, P. (2015). A three-step design science approach to develop a novel human resource-planning framework in projects: the cases of construction projects in USA, Europe, and Iran.International journal of project management,33(2), 419-434.