Job descriptions are used to measure job performance and recruit for talent. It is a two-way communication that helps to ensure both the prospective employee and the employer understand roles and accountability. It also serves as an instrument to determine if an employee is qualified for the job being advertised and whether they can be effective from the moment they start the job (Ashe-Edmunds, n.d.). If properly written, a job description can avoid confusion and create accountability related to job tasks and the priorities of the organization. Grant (1997) states the job description as, the “blueprint of the design of a job” (para. 2). Its primary purpose, according to Grant, is the organizations ' expectations of the employee. Purdue …show more content…
The job description summary should contain 1 – 3 paragraphs and should summarize the main points of the job description. This might include responsibilities, functions and duties (University of Pittsburgh, n.d.). Knowing this helps to enhance productivity and avoids confusion. A good job description helps to not only understand the employee’s job responsibilities but other employees as well which further enhances and strengthens the team (Ashe-Edmunds, n.d.). Job duties serve as the foundation of the job description and “conveys the complexity, scope, and level of responsibility of a job” (University of Pittsburgh, p. 3). As indicated earlier, it is important that the information in the job duties section be accurate, concise and complete. Performance standards convey job expectations and outline the basis for job training and career advancement. Typically, this is created by the supervisor or managing official. It is the basis for measuring performance and will depict what is necessary for job success. The Job Factors section outline the work experience, education, knowledge and abilities required to do the job (Well-written job descriptions are worth the effort, n.d.)(University of Pittsburgh, n.d.). Other items for consideration related when creating a job description are salary range, job locality and equipment used in the performance of the job. If the company is part of a union, there might also be Collective Bargaining Agreements (Writing Effective Job Descriptions,
In drawing up a job description the personnel department at Sainsbury's has a number of alternatives. These are: * The line manager can draw up a description of what the job entails * The existing job holder can do it * The Human Resources Manager can interview the job holder and the line manager to find out what the job involves. I It is better to combine these approaches. The list of tasks and the relative importance of each one, is vitally important for a number of reasons: * In carrying out appraisals of employees as the manager cannot appraise employees if the employees do not know what the job involves * When analysing the job for training needs the manager must be able to see what tasks a job involves so that s/he can determine ehat training may be required When Sainsbury's draft the job description, the main features are: * The job title * The location of the job * A brief outline of what Sainsbury's does * The main purpose of the job * A detailed list of the main tasks required in the job * Pay and other benefits * Promotion aspects Sainsbury's expect employees to more flexible and to do a wider range of work.
Relating how the employee’s job responsibilities contributes to the overall effectiveness of the school and its mission statement.
The job specification is developed from the job analysis. Ideally, also developed from a detailed job description, the job specification describes the person you want to hire for a specific job. A job specification states requirements whereas the job description defines the duties and requirements of an employee’s job in detail (Heathfield, 2016). In a nutshell, both job specification and job description are derivatives of the job analysis process used in the recruitment and selection
i. Creates and maintains up-to-date procedural manuals for each physician as these procedures affect and are affected by this position.
Our Session Long Project (SLP) for Module 1 transforms the evaluation essay into a job evaluation. The type of job evaluation used in this SLP identifies the responsibilities of the job and bases the individual’s performance on these responsibilities. What does this mean to the employee; it means that if they understand the responsibilities of their job they are better able to perform it to the satisfaction of the evaluator. However employees who are not informed of their responsibilities can invalidate your evaluation process very quickly and wreck havoc in any organization.
The bona fide occupational qualifier is used by rights management as a rationale for discriminating on the basis of a business necessity. (Peak, 2016, p.52) Title VII of the Civil Rights Act of 1964 made it illegal for any employer or agency to discriminate on the basis of sex, color, age, religion, or national origin. ("Bona Fide Occupational Qualification - Definition and Example," n.d.) However, in a later section of the act, it recognizes the ability of hiring certain personnel for certain positions, otherwise known as permissible discrimination. ("Bona Fide Occupational Qualification - Definition and Example," n.d.) Employers will use this in order to justify discriminating against certain applicants. An example of an agency using the bona fide occupational qualifier would be the military Special Operations community. Up until recently, military special operations refused entry to female applicants based on physical qualifications. Due to the rigors and physical demands of special operation missions, women were banned from applying and participating in the community.
Firstly, Job Analysis selecting a suitable job analysis method depends on the structure of the organization, hierarchical levels, nature of job and responsibilities and duties involved in it. It involves collecting and recording job information, checking the job information accuracy using this information to determine their skills and abilities (Hrwale, 2011). The job description is basically an outline of how
I want to be a staff member because I feel like I can help a lot in the community and keep the chat clean of racism, spamming, Death Threats, ect. I also want to be staff to make all of the Arson community have a great experience on the server. I don't just want to be staff to abuse my perms or brag or be rude to any of the players or think that I'm higher in the world to them. Also, as me being staff I'm not going to play around and not do my job as a staff member I will actually help players in the community with their problems such as there being a hacker or them getting stuck in a block I really enjoy this server and I want to put my time and effort into it, Doing that will get me more into the game again and not get bored of the game.
Workplace Implementation: job analysis must be conducted, job identification must be identifies and job description must be written in order to plan and design
As I enter my position next year as a facilitator, I will need to keep in mind that my role is multifaceted. Not only will I be a teacher and advisor to my students, but I will be one of their peers as well. I must strive to balance out the influence of these roles in my facilitation style and ensure that my interactions with students based on one of these roles do not contradict with another role. It is imperative that while I maintain professional behavior, I help guide my students on their path as a college student and act as a friend when they need one.
I want to become staff because of my attitude in-game. I'm generally a positive person and being a staff member would spread my positivity and encourage others to be positive. Another reason I want to be staff on MizuHQ is to prevent hackers. All these hackers hacking in-game, ruining other people's gameplay and me just sitting on the side and doing nothing is a problem and I'd like to fix that. Being staff would allow me to record and ban them with proof.
The result of this process is a job description “that includes the job title, a summary of the job tasks, a list of the essential tasks and responsibilities, and a description of the work context “(Burke, 2008). A job description consists of the knowledge, skills, and aptitudes necessary to do the job. A job evaluation is the process of adjudicating the comparative value of a job within a company (Burke, 2008).
There are two main components to prerequisites that include knowledge of the organizations strategic goals and knowledge of the jobs being evaluated in a performance management system (Aguinis, 2009). First is setting strategic goals, which allow the organization to clearly define their purpose thus establishing similar goals downward until each employee has individual goals that are aligned with the organization (Aguinis, 2009). Second is job analysis where job duties are defined and understood so that criteria can be developed for success at the job level and how it ties back to organizationa...
The job characteristics model originated with Hackman and Oldman (1975), who argues that job design can create work conditions that negatively or positively affect job satisfaction. According to the theoretical model, job satisfaction can be improved by enhancing five characteristics of jobs: task identity – completing a clear and identifiable piece of work; task significance ,the extent to which the job has an impact on the lives of others; skill variety the extent to which the job requires a variety of skills and abilities; autonomy, the extent to which the job provides freedom, independence and discretion; and feedback
Job description is a sum up of a job that is in the recruitment, in this description, employees will write down the job title, so applicants will able to understand what the job is about. Also, the department, applicants should know where would they work if they were going to work in that organization. Next i...