WHO

World Health Organization EssayThe World Health organization (WHO) is the leading organization in the world that devotes itself towards the improvement of an individual’s health of nearly seven billion people. This public organization is an affiliate of the UN or the United Nations with headquarters in Geneva Switzerland. Likewise, it’s the directing and coordinating authority for health matters within the system of the United Nations.

WHO is responsible for the provision of health matters across the globe, shaping the health research agenda, and provide technical support to nations as well as to monitor and assess health trends. Based on World Health Organization this essay focuses on the analysis of the organizational job analysis process and its impact on the organization HRM (WHO, 2014).Job analysis is a significant prerequisite for the effective administration of the human resources of an organization.

This process involves gathering of information about a job. It actually specifies the tasks involved in a given job as well as the factors that affect the presentation of that job. The policy of WHO is to promote human resources development and health was established in 1976. The overwhelming majority of the healthcare organizations expenditures is for wages, salaries, training, benefits and supervision of workers.

Thus the productivity and performance of these institutions depends upon the workers and the conditions of work performance. Two of the forces considered for major reforms in personnel subsystems in a healthcare setting in this organization is accountability and humanism (Siddique, 2004). Accountability can be defined as the processes to provide evidence that the expenditures for attainment of the set goals in healthcare actually achieves those set objectives or otherwise makes available the measurements of deficits and implementation of plans for improvement. Alternatively humanism means that healthcare should be concerned about the whole being of human beings rather than a cluster of presentation of symptoms, disabilities or diseases (Moore, 1999).

Job analysis process impacts the organizations HRM positively as it highlights on the need to have an approach for reformations which goes beyond the simple characterization of the work content or workers performance based upon systems that acknowledge the interrelatedness of each subsystem and its contribution towards the overall system performance. Otherwise, Task analysis based upon the functional job analysis well suits these requirements in Human resource management (Moore, 1999).

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