1. OBJECTIVES, JOB TITLES, WRITING JD, FORMATS & PROFILING Job Description By: Arthur Gonzaga &Lane Joan Baay

2. Jo b Description Objectives, Job Titles, Writing JD, Formats and Profiling Part 1 Objectives, Job titles & Writing JD Reported by: Arthur Gonzaga Part 2JD formats & Profiling Reported by: Lane Joan Baay

3. PART 1 OBJECTIVES, JOB TITLES & WRITING JD Org Structure Job Analysis Job Description Job evaluation, Job pricing….. Technical Phase – Job Evaluation

4. PART 1 OBJECTIVES, JOB TITLES & WRITING JD Job Description Technical Phase – Job Evaluation Job Descriptions Are written statements that describe the: Duties, Responsibilities, Most important contributions and outcomes needed from a position, Required qualifications of candidates, Reporting relationship and coworkers of a particular job. Include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.

5. PART 1 OBJECTIVES, JOB TITLES & WRITING JD Why JD is so important? employee Ownership and direction over the activities Accountability and measurement Accountable for their activities and aware on how his/her performance will be measured Organizational Structure Created in order to help the organization to reach its goals

6. PART 1 OBJECTIVES, JOB TITLES & WRITING JD Why JD is so important? Recruitment The roles described by the JD support the targeted recruitment of specific profiles of people Retention Have clear objectives and specific contributions to the organizational goals, employees most likely to stay in the orgnization

7.  JOB TITLES Are official names or designations for the title of an employee performing a specific job. Designate a specific role, in a specific job, that has a particular status, at a particular level in the hierarchy of an organization. Designate the positions or job responsibilities of the executive management, management, supervisory, professional, and employee positions or levels within the job structure of an organization. illustrate the reporting relationships and level status of various employees within an organization. PART 1 OBJECTIVES, JOB TITLES & WRITING JD

8.  WRITING JDs – Key Elements PART 1 OBJECTIVES, JOB TITLES & WRITING JD Job Title Job Summary Accountability Responsibilities Official or designated title Explains the purpose of the job Shows reporting lines, and key relationships with other roles Defines unique tasks and actions to complete the job

9.  WRITING JDs – Key Elements PART 1 OBJECTIVES, JOB TITLES & WRITING JD Competencies requirements Key Performance Indicators (KPI) Outlines skills and competencies required to perform the job Concrete measures to evaluate how a person is performing in the Job

10. JOB DESCRIPTION FORMAT COMMON ELEMENTS OF A JOB DESCRIPTION: Job Identification information Job Content information Employee information

11. JOB DESCRIPTION FORMAT JOB IDENTIFICATION SECTION Job Title Employment Status Location Department/Unit Reporting Structure Salary/Pay Grade Level

12. JOB DESCRIPTION FORMAT JOB CONTENT SECTION Summary Duties and Responsibilities Disclaimer

13. JOB DESCRIPTION FORMAT EMPLOYEE INFORMATION SECTION Requirements Authorization

14. JOB PROFILING The process of identifying and documenting the characteristics of a job. Outlines the details of an employee’s job. These are the key components that you hired the employee to accomplish.

15. JOB PROFILING DIFFERENCE BETWEEN A JOB PROFILE AND A JOB DESCRIPTION A job profile is an outline, a high-level overview of a position. It provides only general information about a particular position. In contrast, a job description is a written statement which includes the working conditions, scope, purpose, duties and responsibilities of a job along with the title of the individual to whom the position reports.

16. JOB PROFILING DIFFERENCE BETWEEN A JOB PROFILE AND A JOB DESCRIPTION A job description defines all the requirements of each major area of responsibility, a job profile might only list the responsibility. A job profile is usually useful in recruiting and job postings. The job description provides way too much information.

17. JOB PROFILING JOB PROFILE COMPONENTS A Purpose Statement Key Result Areas/ Key Performance Areas Responsibilities and Outputs Inputs

18. REFERENCES Organizational behavior, Essential tenets for a new millennium, Joseph Champoux 1999 Organizational transformation and process reengineering https://www.jobsetc.gc.ca/eng/pieces1.jsp?categ ory_id=2803&root_id=2801 https://www.jobsetc.gc.ca/eng/pieces1.jsp?categ ory_id=2803&root_id=2801 http://humanresources.about.com/od/glossaryj/g/j ob_titles.htm