Management and Job Description

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).

Once we understand requirements for the position, then next step is to define ways of meeting those needs. It includes the amount of resources and authority the position provides to fulfill the business need. A job description can be as simple as a list of tasks required by the individual holding the position. Formal job descriptions will include level of responsibility, expected outcome, including reporting line and other interactions. Once expectations, and means of attaining expectations are documented, then sketching ideal candidate will become easier.

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

National Occupational Standards apply when creating the syllabus for courses, relevant training, performance management, policy development, etc.

Job descriptions are a vital part of recruiting and managing employees. These written summaries of jobs ensure that applicants and current employees have clear understanding of their roles and what is expected of them in order to be held accountable. Despite the various job descriptions and posts for new hire, it is imperative that job descriptions be thoroughly written because it will help employees understand the major areas of their job or position and also help attract the right candidates for the job. In this essay, I will be writing on the components of job description with emphasis on the role of Operations Manager with careful analysis of the important facts about the job with respect to the tasks, tools and technology, knowledge,

A district manager has many different responsibilities. These responsibilities range from participating in the day to day operations of the business to carrying out the key aspects of the company's goals set forth in the business plan.

* Prepare an explanation of the expectations about your own work role as expressed in relevant standards (1.2)

In each working sphere there are sets of regulations and standards. You may find out more information about standards in a code of practice, national occupational standards, regulations, minimum standards.

1. Use the table below to describe the main principles, policies and procedures of your chosen organisation. You should also include details of documentation used to support these principles, policies and procedures.

What are the current job specifications for the store manager job? Based on the information you have (or could have), how would you assess the validity of these specifications? What approaches would you use?

The job analysis is only here to inform the each of the employees of the responsibilities that should have been met within the standard of the company and these standards should have been explained to all employees upon accepting their current job placement, thus stated will be a list of all the requirements in terms of aptitudes, attitudes, knowledge, skills, and physical expectations. The objectives of this job analysis will have to include the recommended and more importantly well-organized approaches for each of

Describe a typical day at work at Mrs. Fields’ Cookies for Store manager, District manager, Regional director of operations, Store controller and for Debbi and Randy Fields.

This paper is designed for exploring the reasons for the success of Four Seasons Hotels and Resorts in Paris (Four Seasons). Four Seasons Hotels and Resorts is Canadian based international leading operator of midsized luxury hotels. Four Seasons has enabled guests to maximize the value of their time with providing high-quality and truly personalized service. Four Seasons was able to succeed with their unique strategy of dealing with cultural differences, unique corporate culture, and strategy of human

Good management skills - Commitment to personally manage the day-to-day operations of the restaurant business.

Hotels, prescribed case study activities A, C, E and G are completed then the two questions are