Research Paper on "Partners for a Healthy Baby Program: Description of a Program Coordinator"

Research Paper 4 pages (1495 words) Sources: 3

[EXCERPT] . . . .

It is very important for the individual applying for this job, to understand the exact nature of this job and then make up mind for the same (Lewis and Frank, 2002; Mann, 2006). Personal values and beliefs are one aspect, which are required to be compared with the actual need of this function, as they should not pose a challenge in its way. It is an exceptionally critical capacity to the extent that the parts and obligations of this Program Coordinator are concerned (Schneider, 1987). It incorporates a standout amongst the most mind boggling qualities that can be constituent of a job capacity, which is to give administration and backing. This capacity has a substantial viewpoint, which is to help women in probably the most pivotal time of their life. Such capacity needs extremely specific exceptionally apt work skills and ethics, which can look through the circumstances and act appropriately (Paarlberg, 2008).

Obligation is an alternate, extremely major and conclusive quality which is needed for this job, in light of the fact that understanding of obligation can increase individual's productivity in this job. It ought to be comprehended, that the life included in this capacity is that of an exceptionally youthful youngster, and how urgent this can be. This is coupled with expert expertise, which is expected to translate and comprehend the basic measurements and reports connected with therapeutic method and advancement. It is noteworthy that there are numerous basic health conditions, which are produced by the newly born. These health conditions ought to be comprehended and managed with thorough constancy (Bolino and Turnkey, 2003; Carson, et al., 2005). It is essential for any individual applying for this job, to comprehend the definite nature of this job (Paarlberg, 2008).

Application of practices and theories in job definition and compensation

This function is very crucial in nature and requires the management to maintain order and motivate the employees at the same time. Human resource management function which are applicable elsewhere, are also effective in this direction and major part is associated with the compensation and appraisal function. There is a very logical deployment of strategy by the management, which is to choose minimize employees and personnel and maximize workload without compromising on quality care. This not only saves financial cost, but also makes the function more effective in terms of competitive capacity and increased clarity of work processes and job responsibilities.

Characteristically, the worker's compensation and pay structure is a critical factor and plays a major role in job performance. This holds true even for the position of a Program Coordinator. Program Coordinator's compensation will play a major function since it is the central point of any working relationship and hold significance to not only employees but also employers. Workforce characteristically relies on salaries and wages to offer a major share of their earnings to their family; as well as, on other worker benefits for attaining health security for themselves and their family. The basic job details are as follows:

Salary: $50,000 - $72,000 Annually

Location: Boston, Texas

Job Type: Full time

Department: Program Coordinator

Closing Date and time: 28-2-2015

Conclusion

In this function, it is very important to maintain a strong and valid employee compensation portal, which satisfies the needs of the employees. There is a lot of connection with actual performance of an employee and the compensation as well as benefits received by the employee. It is therefore chosen to identify "best practices" in management to adopt a middle path and rationale outlook towards managing the human resource function. Every strategy is deployed to benefit the wider function and aim of the organization, which is to provide service and support to nursing mothers and their families (Gerhart, Minkoff, & Olsen, 1995).

References:

Bolino, M.C. And Turnkey, W.H.. (2003). Going the extra mile, Cultivating and managing employee citizenship behavior. Academy of Management Executive, 17(3), pp..60-71.

Bowen, D.E., Ledford, G.E. And Nathan, B.R., (1991). Hiring for the organization, not the job. Academy of Management Executive, 5(4), 35-51.

Carson, K.D.; Carson, P.P; Fontenot, G. & Burdin, J.J. Jr., (2005). Structured interview questions for selecting productive, emotionally mature, and helpful employees. Health Care Manager. 24(3), pp. 209-215.

Chatman, J.A. (1991). Matching people and organizations, Selection and socialization in public accounting firms. Administrative Science Quarterly, 36(3), 459-484.

Gerhart, B.A., Minkoff, H.B., & Olsen, R.N. (1995). Employee compensation: Theory, practice, and… READ MORE

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