Job Description .

• Job Description

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Job description

1 Job descriptions are usually narrative, but some may instead comprise 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 - Creating a job description

1 The person/job specification can be presented as a stand alone

document though in practice, it is usually included within the job

description.


Job description - Roles and responsibilities

1 A job description may include relationships with other people in the

organization: Supervisory level, managerial requirements, and

relationships with other colleagues.


Job description - Goals

1 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 the future.


Job description - Limitations

1 Prescriptive job descriptions may be seen as a hindrance in certain circumstances:Ungerson,

1983



1 *Job descriptions may not be suitable for some senior managers as they

should have the freedom to take the initiative and find fruitful new

directions;



1 *Job descriptions may be too inflexible in a rapidly-changing

organization, for instance in an area subject to rapid technological

change;



1 *Other changes in job content may lead to the job description being out of date;



1 *The process that an organization uses to create job descriptions may not be optimal.


Job description management

1 Having up-to-date, accurate and professionally written job

descriptions is critical to an organization’s ability to attract

qualified candidates, orient train employees, establish job

performance standards, develop compensation programs, conduct

performance reviews, set goals and meet legal requirements.


Job description management - Process

1 Prior to the development of the job description, a job analysis must be

conducted. Job analysis, an integral part of HR management, is the

gathering, analysis and documentation of the important facets of a job including what the employee does, the context of the

job, and the requirements of the job.



1 Once the job analysis is complete, the job description including the job specification

can be developed. A job description describes the activities to be performed and a job specification lists the knowledge, skills and abilities required to perform the job. A

job description contains several sections including an identification section, a general summary, essential functions and duties, job

specifications, and disclaimers and approvals.



1 Job descriptions are then used to develop effective EEO/ADA, HR

planning, recruiting, and selection initiatives; to maintain clear

continuity between compensation planning, training efforts, and

performance management; and to identify job factors that may

contribute to workplace safety and health and employee/labor relations.


Job description management - Impact of the Internet

1 HR departments often stored their printed job descriptions either in filing cabinets or Word-based job

descriptions on computers or company servers


Job description management - Impact of the Internet

1 Larger organizations usually empower a core project team to

manage and verify the job descriptions for all stake holders, including employees, managers,

recruiting, legal, performance management and compensation.


Job description management - Benefits

1 The benefit of having an automated cloud-based system for the

maintenance and management of job descriptions include:


Job description management - Benefits

1 * Maintain up-to-date and accurate job descriptions


Job description management - Legality

1 Well organized and up-to-date job descriptions assist in legal and regulatory

compliance



1 To meet Joint Commission guidelines, healthcare organizations must maintain up-to-date, accurate,

complete and properly written job descriptions



1 The above regulations require businesses to keep clear records of

their job descriptions. Having a well-organized automated system helps

eliminate some of the panic associated with a compliance audit.


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