Cost Control

Job specifications “identify the eligibility requirements or qualifications needed to perform a job” (Baack, et al., 2014, Ch. 4.4). In other words, job specification is a sort of sketch of an ideal candidate. Job specification highlights required levels of education, experience, physical and technical abilities, as well as desired social skills. Job specification is used to screen job application of candidates, and job description will be of help during interviews. Candidates should be educated about the job description, it is also

Without a job description how would you apply for a job, both you and your employer need to know

The job specification for a trained employee like a store manager is straightforward. The job specification recognizes the type of person to recruit and the specific qualities to be tested in the person. It could be a separate section of the job description or a completely different document (Dessler et al 1999, p.183).

The option I chose is option #1 because my current job does not have a job description and I thought it would be beneficial for the company and my co-workers to have a written description of our daily, weekly, and monthly obligations. When applying for a job, being able to preview a job description would have been helpful to understand all of the obligations this job requires and to understand if an individual fits that criteria. My current job is at Oak Glen Golf course in Stillwater, Minnesota where I work with a team of ladies in my age group to serve the guests that come to the establishment.

The below statements are intended to describe the general nature and level of work being performed by individuals assigned to this job. They are not intended to be an exhaustive list of all responsibilities, duties, and skills required of personnel so classified in this position. This job description is subject to change as the needs and requirements of the job change (DeLand, 2015)

Job title: a job title is needed in a person specification to clearly outline what the job is.

The HR Manager should design job descriptions with employee and supervisory input, listing job responsibilities in descending order of time involved. These can be used in the hiring process as well, in particular for the manufacturing jobs that have physical requirements such as “the ability to lift 25 lbs”. (The Case) Since job descriptions cannot possibly list every single task an employee may be expected to perform in their work day, “other duties as assigned” or another descriptor for possible additional duties should be included.

Gan, M., & Kleiner, B. H. (2005). How to write job descriptions effectively Management Research News, 28(8), 48-54. Retrieved from:

Developing a job description and job specification is the _____ step in the job analysis process.

Employee compensation is all forms of pay and rewards which are received by employees for completing their job duties as outlined by their employer. Compensation is classified two ways, direct and indirect compensation. Direct compensation covers wages and salaries, bonuses, commissions and incentives. With indirect compensation, benefits are supplied by employers, and nonfinancial compensation includes recognition, rewarding jobs, and flexible work hours in order to accommodate each person’s own needs. The psychological reward which employees received from their employer is a very important aspect. Employees aspire to have compensation systems that they believe to be fair and while being compensated for their skills. Due to the

What items are typically included in the job description? What items are not shown? A job description is a written statement of what the jobholder actually does, how he or she does it, and under what conditions the job is performed. There is no standard format for writing job descriptions, but

Job description- a list that provides the basis of the job or what the job entails.

Almost every organization’s human resource department is involved in the imperative activity of job description and specification. Individual businessman and entrepreneurs also employ the activity of the job description and specification before employing individuals. The activity of job description involves a written statement of what a worker does, how an individual does his or her work and under which conditions he or she performs their duties.

I learned that a job description provides a list of specific qualifications, requirements, duties that exists with the designated job title. For example, if I want to become a law clerk, the job description requires I have legal research skills, an ability to interpret judges’ orders, or communicate case law.

Interview, select applicants, provide information about policies, wage payments, employee benefits, welfare, discipline, job duties, working conditions and chances of promotion.