SYMBIOSIS COLLEGE

OF NURSING
NURSING MANAGEMENT

DUTIES AND JOB RESPONSIBILITY

OF
PROFESSOR

SUBMITTED TO SUBMITTED BY
Dr.Dipali Dumbre Ms kajal more
Assistant Professor (M.Sc Nursing 2nd year)
SCON SCON

SUBMITTED ON:
 INTRODUCTION: -

Human resource management covers more ground than people might initially imagine. Some may
define it as the interactions between employers an employee in the time period between which and
employee is hired, until they are terminated.

While this is true, human resource management begins even before this, with the policies that are
created by institution, and the laws that govern workplace relations.

Human resource management is the process of working with people so that they and their
organizations reach full potential even when change precipitates the need to acquire new skills,
assume new responsibilities, and form new relationships.

- L. Dob and P. Dick

(1993)

There are many important issues in human resource management, ranging from communication,
to problem behavior, to workplace health.

It is the responsibility of the top management of any organization, industry, department to achieve
the goals of institution efficiently and effectively. Since the goals are established by people and
achieved by people, through people effective management of its human resources is an integral
process of organizational effectiveness. In the light of this background, the administrator of any
health institution has to ensure the effective selection of employees at various level of the
organization. 90% of the problems of motivation, low job performance, unionization and employee
morale lie ineffective selection and placement.
Principal, College of Nursing is the administrative head of the College of Nursing, will be
directly responsible to the Director of the Medical Education/Director of Health and
Family Welfare services and responsible for implementation and revision of curriculum
for various courses, and research activities of the college of Nursing.

Major functions of Human Resources

➢ Getting the best employees.

➢ Paying employees (and providing benefits)

➢ Training employees

➢ Ensuring compliance to regulations

➢ Ensuring fair, safe and equitable work environments

➢ Sustaining high performing employees.

➢ Human resource planning

➢ Career planning

➢ Recruitment and selection

➢ Performance management

➢ Learning and development

➢ Rewards and recognition

➢ Benefits and compensation

➢ Information sharing

➢ Policy formulation

➢ Health and safety

➢ Personal well-being

➢ Employee engagement

➢ Compliance

➢ Administrative responsibilities
 JOB DESCRIPTION

A job description is a list that a person might use for general tasks, or functions and responsibilities
of a position. It may often include to whom the position reports, specifications such as the
qualifications or skills needed by the person in the job, or a salary range. Job descriptions are
usually narrative, but some may instead compromise a simple list of competencies; for instance,
strategic human resource planning methodologies may be used to develop a competency
architecture for an organization, from which job descriptions are built as a shortlist of
competencies.

Job description is derived from job analysis and are affected by job evaluation. It is written record
of principle duties and scope of responsibilities for a particular job, together with the required
employee characteristics and the relationship of the workers and other personnel in the
organizational structure.

There is a need for job description, because it is learnt that the most employees function in a
mechanical fashion and are not conscious of the role assigned to them and also leads to various
problems particularly in functioning.

Job description is a summary of primary duties in a complete but not detailed fashion. It facilitates
employment, recruitment, selection, placement, orientation, supervision and evaluation of
employee that is to:

• Assist in interpretation to the authorities of the type of person need for the job.

• Provides a basis for orientation for the individuals employed and for other personnel so
that we all are familiar with what is expected of each one.

• Provides a basis for supervision of evaluation.

JOB DESCRIPTION SHOULD BE BASED ON THE FOLLOWING ASPECTS:

• Based on the needs of the service

• Based on the facilities of resources, and personnel available

• Based on the organizational structure

• Should be specific

• Should arrange duties in a logical order, starting them separately concisely and using
verbs to describe the action.

CREATING A JOB DESCRIPTION

A job description is usually developed by conducting a job analysis, which includes examining the
tasks and sequences of tasks necessary to perform the job. A job usually included several.

roles. The job description might be broadened to form a person specification or may be knownas
Team of Reference.

RULES AND RESPONSIBILITIES

A job description may include relationships with other people in the organizations: Supervisory
level, management requirements and relationships with other colleagues.

GOALS

A job description need not be limited to explaining the current situation or work that is currently
expected; it may also set out goals for what might be achieved in future.
LIMITATIONS

Perspective job descriptions may be seen as a hindrance in certain circumstances.

• Job description may not be suitable for some senior managers as they should have the
freedom to take the initiative and find fruitful new directions;
• Job descriptions may be too flexible in a rapidly changing organization, for instance in an
area subject to rapid technological change;
• Other changes in job content may lead to the job description being out of date;
• The process that an organization uses to create job descriptions may not be optimal.

JOB SPECIFICATION

Definition

Job employer believes are essential to perform a particular job. The job specification is developed
from the job analysis. Ideally, also developed from a detailed job description, the job specification
describes that to be hired for a particular job.

A job specification cuts to the quick with employers’ requirements whereas the job description
defines the duties and requirements of an employee's job in detail. The job specification provides
detailed characteristics, knowledge, education, skills and experience needed to perform the job,
with an overview of the specific job requirements.

Components of a job specification

Experience
Number of years of experience in the job seeking to fill. Number of years of work experience
required for the selected candidate. Note whether the position requires progressively morecomplex
and responsible experience, and supervisory or managerial experience.
Education
State what degrees, training or certifications are required for the position.

Required skills, knowledge and Characteristics

State the skills, knowledge and personal characteristics of individuals who have successfully
performed this job. Or use the job analysis data to determine the attributes the need from the ideal
candidate. Employer's recruiting planning meeting or email participants can also help determine
these requirements for the job specification.

High Level Overview of Job Requirements

In under ten bullet points, cite the key components and requirements of the job.

Job analysis
Job analysis is the primary tool in personnel management. In this method, a personnel manager
tries to gather, synthesize and implement the information available regarding the workforce in the
concern. A personnel manager has to undertake job analysis so as to put right man on right job.

There are two outcomes of job analysis:

1. Job Description
2. Job Specification

The information collected of job analysis is:

• Nature of jobs required in a concern.
• Nature/ size of organizational structure.
• Type of people required to fit that structure.
• The relationship of the job with other jobs in the concern.
• Kind of qualifications an academic background required for jobs
• Provision of physical conditions to support the activities of the concern. For example,
separate cabins for mangers, special cabins for the supervisors, healthy condition for
workers, adequate store room for the store keeper.
Advantage of Job Analysis
Job analysis helps the personnel manager at the time of recruitment and selection of right.
➢ man on right job.
➢ It helps him to understand extent and scope of training required in that field.
➢ It helps in evaluating the job in which the worth of the job has to be evaluated.
➢ In those instances where smooth work force is required in concern.
➢ When he has to avoid overlapping of authority responsibility relationship so that distortion
in chain of command doesn't exist.
➢ It also helps to check out the comprehension plan for the employees.
➢ It also helps the personnel manager to undertake performance appraisal effectively in a
concern.
➢ A personnel manager carries analysis in two ways:
1. Job description
2. Job specification

1. JOB DESCRIPTION

It is an organized factual statement of job contents in the form of duties and responsibilities of a
specific job. The preparation of job description is very important before a vacancy is advertised
It tells in brief the nature and type of job. This type of document is descriptive in nature and it
constitutes all those facts which are related to a job such as:
• Title Designation of job and location in the concerns.
• The nature of duties and operations to be performed in that job.
• The nature of authority-responsibility relationships
• Necessary qualifications that are required for jobs
• Relationships of that job with other jobs in a concern
• The provision of physical and working condition or the work environment required in
performance of that job.
ADVANTAGES OF JOB DESCRIPTION
• It helps the supervisors in assigning work to the subordinates so that he can guide and
monitor their performances.
• It helps in recruitment and selection procedures
• It assists in manpower planning.
• It is also helpful in performance appraisal.
• It is helpful in job evaluation in order to decide about rate of remunerations job
• It also helps in checking out training and development programmes.

2. JOB SPECIFICATIONS

It is a statement which tells us minimum acceptable human qualities which helps to perform a job.
Job specification translates the job description into human qualifications so that a job can be
performed in a better manner. Job specifications helps in hiring an appropriate person for an
appropriate position. The content is:

• Job title and designation

• Educational qualifications for this title

• Physical and other related attributes

• Physique and mental health

• Special attributes and abilities

• Maturity and dependability

• Relationship of that job with other jobs in a concern.

ADVANTAGES OF JOB SPECIFICATION

• It is helpful in preliminary screening in the selection procedure.

• It helps in giving due justification to each job

• It also helps in designing training and development programmes.

• It helps the supervisors for counseling and monitoring performance of employees.

• It helps in job evaluation.

• It helps the management to take decisions regarding promotion, transfers and giving extra
benefits to the employees.

JOB DESCRIPTION OF TEACHING AND NON-TEACHING PERSONNEL:

ICN believes that the nursing profession must define the nursing services role, nursing education
and nursing service to be planned and directed by qualified nurses. ICN urges its member
associations to promote these positions in order to protect standards of nursing care given to
patients. Professional's education and experience required for various posts in nursing profession,
approved by the nursing council in its meeting held on 27th March 1985.
 JOB DESCRIPTION OF TEACHING PERSONNEL

PROFESSOR, COLLEGE OF NURSING

Job Summary

The Professor is overall in charge of the department and thereby responsible for administration
teaching activity and guidance of that particular department.

Educational Qualifications

1. General: As prescribed for a staff nurse

2. Professional: M.Sc. Nursing/MN or equivalent degree in nursing recognized by the INC,

Ph.D. in nursing with any specialty or other equivalent doctoral degree in nursing

3. Registration: Registered with the state nursing council/INC

4. Experience: Should have teaching experience of not less than 5 years in a college of nursing

Roles And Functions

Administration
• Participating in determination of educational purposes and policies.
• Contributes to the development and implementation of the philosophy and purposes of
the educational program.
• Utilizes opportunities through group action to initiate improvement of the educational
program.
• Interprets educational philosophy and policy to others.
• Directs the activities of staff working in the department.
Instruction

• Identifying needs of learners.

• Identifies the needs of the learners in terms of objectives of the program and utilizing
records of previous experience, personal interviews, tests and observations.
• Assists learners and identifying their needs.
• Develops plan for learning experience.
• Participates in the formulation and implementation of the philosophy and objectives
program.
• Selects and organizes learning experiences which are in accordance with their objectives.
• Participates in the continuous development and the evaluation of the curriculum.
• Plans within the educational unit, with the nursing services and allied groups.
• Ascertains, selects and organizes facilities, equipment and materials necessary for
learning.
•

Helping the Learners to Acquire Desirable Attitudes, Knowledge and Skill

• Seeks to create a climate conducive to learning.
• Assists learners in using problem solving techniques.
• Uses varied and appropriate teaching methods effectively.

• Uses incidental and planned opportunities for teaching.

• Encourages learners to assume increasing responsibility for own development.

Evaluating Learner's Progress

• Recognizes individual differences in appraising the learner’s progress.

• Uses appropriate devices for evaluation.
• Measures and describes quality of performance objectively.
• Helps learners for self-evaluation.
• Participates in staff evaluation of learner’s progress.
Recording and Reporting

• Maintains and uses adequate and accurate records.

• Prepares and channels clear and concise reports.
• Shares information about learner's needs and achievements with other concerned with
instruction and guidance.
• Participates in the formulation and maintenance of comprehensive record system.

Investigative Way to improving Teaching

• Measures effectiveness of instruction by use of the

• Increases knowledge and skill in own curriculum area.
• Analyzes and evaluates resources material.
• Devices teaching methods appropriate to objectives and content.

Guidance

• Cooperating in guidance program.

• Shares in planning, developing and using guidance programme.
• Gives guidance within own field of competence.
• Helps the learner with special problems to seek and use additional helps as indicated.

Counseling

• Helps the learner to grow in self- understanding.

• Promotes continuous growth and development towards maturity.
• Continues to develop competence in problem solving process.
• Cooperates in and/or initiates group activities in development and evaluation of studies.
• Utilizes findings of research.
• Makes data available concerning learners and concerning methods of teaching and
evaluation.
 ASSISTANT PROFESSOR, COLLEGE OF NURSING

Job Summary

The assistant professor usually works under professor and/HOD of the particular department of
specialty and assists him/her in administration, teaching and guidance and counseling and
research activities.

Educate future nurses, generally at colleges and universities. These professionals typically need
to hold at least a master of science in nursing (msn), but many colleges and universities require
nursing professors to have doctoral degrees.

Educational Qualifications

1. General: As prescribed for a staff nurse

2. Professional: M.Sc. Nursing/MN or equivalent degree in nursing recognized by the INC,

Ph.D. in nursing with any specialty or other equivalent doctoral degree in nursing

3. Registration: Registered with the state nursing council/INC

4. Experience: Should have teaching experience of not less than 5 years in a college of nursing
Roles and Functions

1.Administration
• Participates in determination of educational purposes and policies.
• Contributes to the development and implementation of the philosophy and purposes of
the total education program.
• Utilizes opportunities through group action to initiate improvement of the total
educational program.
• Interprets educational philosophy and policy to others.
• Directs the activities of staff working in the department.

2. Instruction

Identifying the needs of learners.

Identifies the needs of the learners in terms of the objectives of the program by utilizing
records of previous experience, personal records of previous experience, personal
interviews, tests and observations.
Assists learners in identifying their needs.
Develops plan for learning experience.
Participates in the formulation and implementation of the philosophy and objectives of
the program.
Selects and organizes learning experience which are in accordance with their objectives.
Participates in the continue development and evaluation of the curriculum.
Plans within the educational, with the nursing services and allied groups.
Ascertains, selects and organizes facilities, equipment and materials necessary for
learning.

3. Helping the Learners to Acquire Desirable Attitudes, Knowledge and skill.

Seeks to create a climate conductive to learning.

Assists learners using problem solving techniques.
Uses varied and appropriate teaching methods effectively.
Uses incidental and planned opportunities for teaching.
Encourages learners to assume increasing responsibility for own development.
4. Evaluative Learning Progress

Recognize individual differences in appraising the learner’s progress.

Uses appropriate devices for evaluation.

Measures and describes quality of performance objectively.

Helps learners for self-evaluation.
Participates in staff evaluation of learner’s progress.

5. Recording and Reporting

Achievement with others concerned with co

Maintains and uses adequate and accurate records.
Prepares and channels clear and concise reports.
Shares information about learner's needs and achievement with others concerned with
instruction and guidance.
Participates in the formulation and maintenance of comprehensive record system.

6. Investigating Ways Improving Teaching

Measures effectiveness of instruction by use of appropriate devices.

Increases knowledge and skill in own curriculum area.
Analyzes and evaluates resource material.
Devices teaching methods appropriate to objectives and content.
7. Guidance

Cooperating in guidance program.

Shares in planning, developing and using guidance program.
Gives guidance within own field of competence.
Helps the learners with special problems to seek and use additional help as indicated.

8. Counseling

Helps the learner to grow in self-understanding.

Promotes continuous growth and development towards maturity.

9. Assisting in selection and Promotion of Learners

Participates in development of criteria for selection and promotion of learners.

10. Research

Imitates and participates in studies for the improvement of educational programs.

Identifies problems in which research is indicated or potentially desirable.
Continues to develop competence in problem solving process.
Cooperates in and/ or initiates group activity in development and evaluation of studies.
Utilizes findings of research.
Makes data available concerning learners and concerning methods of teaching and
evaluation.
PATHWAY OF NURSING COLLEGE
 SUMMARY:

The Professor is overall in charge of the department and thereby responsible for administration
teaching activity and guidance of that particular department. The assistant professor usually
works under professor and/HOD of the particular department of specialty and assists him/her in
administration, teaching and guidance and counseling and research activities.

CONCLUSION

A jobs description not only helps you to have better job postings to attract the right candidates, it
also helps you to avoid being in a situation where your employees are not fulfilling their duties.
It sets clear expectations at the outset of their employment and ensures you stay on top of
performance management. jobs descriptions will help improve your ability to manage your staff
in the following ways: provides you with an essential reference tool in issues of disputes with your
employees. provides you with a key point of reference for disciplinary issues. clarifies your
expectations of your employees.
 REFERENCE

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3. Vati, Joginder. Principles and Practice of Nursing Management and Administration. 1st
edition, 2013, Jaypee Brothers Medical Publishers, Page no.400-410.

4. Deepak. K. A comprehensive textbook on Nursing Management, 2nd edition, 2018,

EMMESSPublication, Page.no. 214.

5. Nisha Clement. Essentials of Management of Nursing Service & Education, 2019,

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6. Sukhbir Kaur "Textbook of Nursing Management and Services, Jaypee Brothers

MedicalPublishers, New Delhi, 1st edition, Page.no 560-570.

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8. Jones and Bartlett publisher,A comprehensive textbook on Nursing Management, Page.no.

293-312.

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10. Nursing Service Administration, "Practical Module, IGNOU, New Delhi, 2021.