Job Description

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,

Job description - Limitations 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;

Job description - Limitations 1 *Job descriptions may be too inflexible in a rapidly-changing organization, for instance in an area subject to rapid technological change;

Job description - Limitations 1 *Other changes in job content may lead to the job description being out of date;

Job description - Limitations 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.

Job description management - Process 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.

Job description management - Process 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

Job description management - Legality 1 To meet Joint Commission guidelines, healthcare organizations must maintain up-to-date, accurate, complete and properly written job descriptions

Job description management - Legality 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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