Recruitmentof Pathology laboratory Supervisor Job Specification Terms & Conditions Selection Recruitment Job Analysis Laboratory Supervisor - Job Responsibilities Laboratory Supervisor - Job Duties Summary References

1. Group members:
Chanaka Lakshan
Thisarani navanjana
BCAS- BMS 10

2. 1) Job Specification
2) Terms & Conditions
3) Selection
4) Recruitment
5) Job Analysis
6) Laboratory Supervisor - Job Responsibilities
7) Laboratory Supervisor - Job Duties
8) Summary
9) References

3. Job Specification
 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
1) Experience: Number of years of experience in the job you are
seeking to fill.
2) Education: State what degrees, training, or certifications are
required for the position.
3) Required Skills, Knowledge, and Characteristics: State the
skills, knowledge, and personal characteristics of individuals who
have successfully performed this job. specification.
4) Physical attributes
5) Aptitudes and personal qualities: Able to work as a group
6) Practical skills (Wolper, L. F. (2010)

4. Terms & Conditions
 It is a contract within the employee and the employer. It states the
responsibilities of each parties separately. It will be synthesis of
agreement the employee must take.
 Period of work or period of contract - The period of contract will be clearly
stated. Until the period of contract, the terms and conditions are valid.
 Health and safety in the laboratory - The employee must be perfectly protected
from any harm, as the laboratory contains many harmful substances and chemicals.
 Payment - The basic salary and how the employee will be paid will be clearly
mentioned. The increase in salary and the salary for overtime will also be stated.
 Place of work - The work place will be clearly stated, therefore both parties will
clearly know where and when will the employee be employed.
 Working hours - the exact working hours of the employee will be stated and also
the over time and the payment plans for working over time will be mentioned.
 Equality - Discrimination treatment of any individual of any race, religion or sex
should be prohibited.
 Leave - Amount of leave which the employee can take will be clearly mentioned
and also the procedure to should go through will also be stated.
 Working position/ job title - The job title is very important as the two parties
should know what the employee is doing and what his/her primary objectives and
works. (Jay, R.,1999)

5. SELECTION
 Selection is a process of differentiating between
applicants in order to identify those with greater
likelihood of success.
Selection Process
1. Reference and background check
2. Selection decisions
3. Physical examination
4. Job offer
5. Contract of employment
6. Evaluation of selection program
7. Selection test - Teats measures the knowledge, skill,
and ability as well as other characteristics, such as
personality traits. They are: Cognitive ability test,
Personality test , Physical ability test , Integrity test ,
Drug test , Work sample test

6. 1. Preliminary interview
 Employment interview - Interviewing occurs when
applicants respond to questions posted by a manager
or some other organizational representative.
 Structured interview - Uses a list of predetermined
questions. All applicants are asked the same set
questions.
 Situational interview- In which the interviewer asks
questions about what the applicant would do in a
hypothetical situation
Behavioral interview - In which the questions focus on
the applicant’s behavior in past situations
Unstructured interview- In which the questions focus
on the applicant’s behavior in past situations.
(Pitt, S. J. and Cunningham, J. M. (2009)

7. Recruitment
 Recruitment is the process for searching and obtaining applicants
from among the available recruits.
 Major sources of getting potential job candidates
1) Internal hiring
2) Advertisements
3) Employee referrals
4) Public and private employee agencies
5) School placements
6) Temporary help services

8. Recruitment process
1. Planning - designing the vacancy with the nature
of the job along with its target ,the number and the
type of applicants required
2. Strategy development - It includes the sources
the devices of recruitment
3. Searching - Activation of sources and selling
through media and other services
4. Screening - Removal of unqualified candidates at
the initial stages of recruitment process
5. Evaluation and control - Statistical selection of
suitable recruitment process incurring all expenses

9.  Laboratory Supervisor
1) Coordinates activities of workers engaged in
assembling, final testing, and also inspection of
miniature ball bearings.
2) Inspects tests sample bearings on variety of special
devices to define whether bearings conform to
specifications.
3) Examines rejected bearings to ascertain whether
components are salvageable.
4) Recommends research to update inspection as well
as testing techniques, instrumentation, and also
correlation of inspection plus testing results with
manufacturing methods processes.
JOB ANALYSIS

10. Laboratory Supervisor
Job Responsibilities
1) Register the laboratory
2) Detect & Control hazards
3) Train & inform laboratory personnel
4) Prepare & maintain all Safety Documentation
5) Purchase Chemicals
6) Label & Store Chemicals properly
7) Dispose old, expired & Waste Chemicals
8) Ensure the proper clean-up & maintenance of the lab
9) Prepare for Emergencies
10) Use Sustainability & pollution prevention practices

11. Laboratory Supervisor
Job Duties
1) Provides medical laboratory diagnostic and therapeutic information, products,
and services by establishing specimen preparation procedures
2) Developing and implementing analytical procedures
3) Evaluating laboratory information
4) Reporting results according to protocols mandated by the hospital and public
health department
5) Maintains medical laboratory staff results by counseling and disciplining
employees
6) Planning, monitoring, and appraising job results.
7) Maintains professional and technical knowledge by attending educational
workshops; reviewing professional publications
8) Establishing personal networks
9) Participating in professional societies.
10) Maintains medical laboratory equipment performance by establishing quality
standards
11) Developing operations, quality, and troubleshooting procedures
12) Ensuring staff compliance

12. 1) Implements new programs, tests, methods, instrumentation, and procedures by
investigating alternatives
2) Developing and performing parallel testing
3) Monitoring progress
4) Maintains medical laboratory staff by recruiting, selecting, orienting, and
training employees.
5) Completes operational requirements by scheduling and assigning employees
6) Certifying instrument performance
7) Arranging equipment replacement, service, and repair.
8) Maintains medical laboratory supplies inventory by checking stock to determine
inventory level
9) Placing and expediting orders for supplies; verifying receipt of supplies
10) Maintains medical laboratory productivity by monitoring workload of functional
areas
11) Identifying peak and slack periods; making operational or staffing adjustment.
12) Prepares physicians, nurses, patients, and students by teaching analytical
theory, testing methodology, and the role of tested components in human
physiology and medical practice

13. Summary
Job Specification gives the best & ideal person for
the job.
It will ensure that the selected person is well suited
for the job & reduce future difficulties after selecting a
particular person.
Identification of the specific job responsibilities and
the job role of the individual are also important for
efficient employee recruitment process.

14. References
1) Jay, R. (1999) The Seven Deadly Skills of Management, Cengage
Learning EMEA.
2) Pitt, S. J. and Cunningham, J. M. (2009) An Introduction to
Biomedical Science in Professional and Clinical Practice, Wiley,
[online] Available from:
https://books.google.lk/books?id=cPGZNbjuar4C.
3) Wolper, L. F. (2010) Health Care Administration: Managing
Organized Delivery Systems: Managing Organized Delivery
Systems, Jones & Bartlett Learning, [online] Available from:
https://books.google.lk/books?id=yr9gumtgAUwC.