Business Level 3

Also, most importantly, a simple job description is the basis of pretty much every HR function. Everything from recruitment and training to performance evaluations and compensation all stems from that document (Tyler, 2013). The content included in a job description effects how managers set performance goals for their employees. A

management exercises and the literature show that job description has many usages such as recruitment and

The introduction of company policies and procedures has reduced the overall costs to the businesses. The introduction of safety procedures reduced injuries to staff making it so they had less time off increasing production. Enforcing a maintenance procedure meant the equipment breaks down less also reducing risks of injuries to staff and increasing production. Having set procedures also takes the thinking out of the hands of the staff everyone is treated the same and everyone knows what is required of them, and who to seek out when there is an issue. Companies have the primary duty of care to ensure staff are working in a workplace that doesn’t pose a risk to the health and safety of staff. A WHS management plan informs the relevant individuals

In connection to this, a job description refers to a list of tasks, duties and responsibility that a job entails. In other words, a job description is normally a clear written statement that explains in depth the purpose of the job, job

The position description is a transcribed account that depicts the function that is to be accomplished and the proficiencies, comprehension, and aptitudes required to perform the work. Each position has a description distinguishing the responsibilities, qualifications, decision-making, interfaces, management received/exercised and influence of the position; where required, the description

Position descriptions are developed by managers using a position description template and Senior or HR management to sign off on position description and

Having a clear and specific job description would create organization within a team; this would generate a better organization as a whole for teams working together both nationally and internationally.

A job specification is a statement of minimum acceptable human qualities necessary to perform a job properly. It is a standard for personnel and designates those qualities that are required for acceptable performance. Information included in job specifications is educational requirements, experience, physical abilities and sometimes even personality traits. Basically, the job specification describes the individual who is capable of performing the job effectively (Dessler, 2005), (How, 1998).

A job description is a wide, general and composed legal announcement of a particular occupation. It mostly incorporates duties, responsibilities, scope and working conditions of a job along with the job’s title as well as the name of the person to whom the employee reports.

Job Description gives details of the job in respect of duties, responsibilities and other aspects. It is an overall

Job description: a job description is a broad, general, and written statement of the vacant post which describes the duties, responsibility, purposes of the job along with the job title.

Outlining the exact duties and responsibilities for these new hires will be crucial to keeping them onboard for the long haul and providing them room for expansion. Employees must need to understand their job descriptions in order to best meet them. According to the research, "writing a clear and accurate job description is an important first step to recruiting the candidate best suited for your needs" (University of British Colombia, 2012). As such, this research has presented the job descriptions for both customer service representatives and for sales representatives in the Appendices that follow.

Brencic & Norris (2012) believe that there are various areas concerned whilst identifying job requirements. However, the key main areas consist of the analysis, evaluation and description of the job role. Uggerslev et al (2012) describes one of the main linked key areas; it is highlighted that the job analysis involves important information. It is further explained that the information gathered during this process is needed to create a job description and to develop vital information such as pay structure for the position. Therefore, this particular area is of fundamental importance as it not only helps the organisation but it also helps employees understand what is expected of them (Brencic & Norris, 2012).

Summarizes all factors that constitute a job position Should be comprehensive, accurate and concise Must have clearly defined sections with comprehensive information

Many organisations use job description when recruiting for jobs, for example, Sainsbury’s (Sainsbury’s Job). You would normally locate this when applying for the job in hand as it shows what the job actually is. The next step is the person specification; this is an extension of the job description. This allows the employers to see what qualities and abilities that the candidate has. Employers also must ensure that every candidate has a fair chance regardless of their gender, sexuality, and ethnicity and even if they may have a disability. This has now been put into effect by the government through equal opportunity legislation/Equality act such as the