Why Is It Important To Update And Updating Job Descriptions

A job description is a written summary of the responsibilities related to a specific job and the skills and knowledge necessary for discharging those responsibilities effectively. The job description becomes a handy resource for human resource professionals and departmental heads when recruiting new people to fill in vacancies as well as for the purpose of evaluating performance. The job description is also an important component of the job specification, a document that includes task requirements as well as a profile of the ideal person for the job (Cascio 2003, p. 160).

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

2) Do we need to make changes in the job description, which was used earlier for the job?

From the e-Activity, compare two different job descriptions. Recommend two changes to make the job descriptions more marketable. Provide examples to support your recommendations. Be sure to provide details of the job descriptions in case others want to use them.

* A list of criteria that you would use to short list a person for this role (these must be derived from the job description and person specification.

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks including a specific job or function. Job specification is derived from job analysis. Job specifications that employee needs are the knowledge, skills, and abilities an individual need to perform a job satisfactorily. This is including education, experience, work skill requirements, personal abilities, and mental and physical requirements.

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

You have been asked to write out a description of your job that lays out the essential and

This will require each department manager to provide a detailed description of duties for each position in the department to the Human Resources Department.

As you can see our job description is not too long and there are no lengthy details included we find that this is more appropriate and we do not need to change the job description as often. We try to focus on the responsibilities rather than individual tasks, individual tasks are grouped as we try to keep it to one page so as to keep the persons interest and ensure that they read

It is important to identify the skills needed for new roles. This can be done by creating a job description for the role in questions. Furthermore, an organisation can identify, through the job description, whether the skills already exist within the organisation or if it is necessary for external recruitment.

The new job description is better than the old job description because it is more detailed. The skills needed are listed,

* In addition to proper Job Descriptions – build a proper organizational hierarchy and reporting structure with performance reviews

When talking to my Company Officer, Captain Polston, about the scenario where a division officer is asked to sign line items that have not been completed, she stated that it is a real problem that I will face in the fleet. According to Captain, in some units in the fleet, there is a culture where marking off task or line items is the norm. Especially when facilitated by the E-4 to E-6 level community, where items signed off without verifying that the subordinate retained the knowledge or completed the job. The reasoning behind speed signing line items is that “somebody did it for me, so I’m going to do it for someone else.” A “bro before joe” atmosphere has developed in these units, where it is expected that items will be signed with minimal effort in job maintenance or knowledge retention. Captain stated that enlisted in these select units enlisted do not necessarily mean to harm anyone and are not all laxidasical, but rather have assimilated into a culture where this type of conduct is accepted. Therefore, Captain urged that we as divisional officers develop a motto of “trust, but verify.” It was discussed that sometimes, it is easy to want to trust your enlisted and even Chief when an inspection is coming around. However, we need to remember that we are ultimately responsible for the maintenance of our division and the knowledge/ readiness of our crew. Therefore, we must occasionally inspect the division ourselves to ensure that all standards are met and completed