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,
If I were to conduct a job analysis in a company with no job description, I would follow two steps to assist in the creation of a description. My first task would be to ask the supervisor what the job title is, the purpose of the position, and who the employee will be reporting to, as mentioned in the job description handout. My second task would be to go on O*Net to obtain the specific details of the occupation; such as skills,
The main objective of a job design is to identify the requirements and tasks set out for the particular job posting and determine the core competencies that is required to perform them. To gather sufficient data for the job design, it is necessary to interview with the subject matter experts (e.g. Department Heads, direct Supervisors/ Managers) to establis...
It is important to take knot account that job analysis a process that allow people to know and establish every single aspect about job duties and requirements of any position or job. In other words, it means to analyze in detail what a person has to do in a job given and the importance of that particular job. In addition, this means to focus on what employees’ performance, potential, behavior, and skills for doing a certain job. Job analysis also focuses on how to do to the job, seeing if it is good or not for the worker, looking for ways of doing better, and linking the job-specifications with the candidate-specifications when she or he was in the selection process (Business dictionary, 2016). However,
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
The job description: Often overlooked, the job description sets the tone for success when hiring new people. Start by making certain your job descriptions are accurate, up-to-date and reflect your expectations. This is an important step, as it ensures consistency in your hiring practices and says your company is well run.
The job description is useful to explain the scope, purpose, duties and responsibilities of a specific job.
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.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Job analysis helps determined selection criterion that is both legal and practical for the selection process. This process also aids in identifying and detailing competencies needed to perform the job as well as any gaps that exist between those competencies and incumbent performance, this is crucial information for training and development. The identifying of concrete standards and cataloging evaluation criteria is another use for job analysis, this can potentially aid with employee appraisals. Lastly, job analysis is critical in making reasonable accommodations for those individuals who are disabled and in the redesigning jobs
A job description is defined as “the characteristics within the job to be performed as it relates to the tasks, duties, and responsibilities that an employee must fulfill within the role of the specific job” (Youssef, C. 2015). In this paper, I will analyze the role of a Healthcare Administrator, thereafter I will create a detailed job description of the role. As a Healthcare Administrator, it is imperative they possess the skills and abilities required for organizational success, thus I will deliberate the most effective methods of assessment to attain the most qualified candidates and the reasoning for the assessment methods chosen.
The purpose of a job description is to alert the applicant about all the information that would be required to do the job role. It would also give a prospective of all the responsible and duties to should be completed as part of the specified job role. A job description determines different factors such as whether the vacancy is temporary, permanent or the working time. The job description reasons on helping Morrisons finding the right employee and it prevents businesses from breaking the law; whereas
The job description is needed, because it explains how and why a position is performed. It involves the task and or requirements of the current position. The job description usually has a job title, explanation of the tasks, and machinery involved, and in some instances reveals information about the working conditions, as well physical environment, social environment, and conditions of employment. The job evaluations are needed and works sort of like inventory. An evaluation process is based on job analysis that reveals the worth or value of a particular position. The job evaluation for some organizations determines salaries for the created positions, which plays a pivotal role in most companies. The job specifications are a detailed description of job duties and task. A complete description of a job, gives candidates an opportunity to understand what it entitles to be successful with that company. Job analysis refers (Haque Talukder, 2014) to a process of analyzing, collecting, and explaining the contents of the job in order to provide the criteria for a job description and data for recruitment, training, job evaluation, and performance
Job analysis is the method of gathering, examining and scrutinizing and organizing information related to jobs. It provides the basis for a job description or role definition and data for job evaluation, organization design or review, performance measurement, succession planning and career management, and other aspects of human resource management. The difference between job description and a role is that a job description sets out the purpose of a job, where it fits in the organization physical structure, the background within which the job holder functions and the principal accountabilities of job holders, or the main tasks they have to carry out. A role definition explains the part to be role done by individuals in completing their job requirements. Role definitions points to a bigger concept of job related behavior, like, working flexibly and working in groups, and management styles.
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...
It represents the Strategic human resource management (SHRM) core function like “work analysis, Job design and job analysis” defines its importance in strategies implementation in any organization. This assignment will also discuss the aspect of Human Resource department that why they are giving more edge to other functions like Recruitment and selection, Performance appraisal and Occupational health and safety. This report will also presents the today’s critical business challenges and the with coming new responsibilities for HR and why they have started to give more weightage to Job analysis and design in order to get the better output and efficiency of the organization. Moreover, Human capital is a vital factor for any department in any organization. “Hiring smart” is becoming a fashion trend for companies for their effectiveness, productivity and employee motivation as the more investment will be done in employees by the firms. It continues with the recommendations on the need of analysis and design of work and how to make employees motivated in the company.