Performance Analysis : Performance Management

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.

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

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.

Actually, I found these three job descriptions quite clear and useful to define the jobs titles because information included is comprehensive, so they give me a general summary of the job itself.

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.

Job description: all advertised vacant positions will include a description of the position and its requirements, responsibilities and tasks. The company’s managing director writes the job description and then will review the description, while taking the

The strengths of this document are that a Job Description is that it enables us to compare potential candidates to it, helping with the selection process and allows possible candidates of compare themselves with the job. Also, it allows candidates to know the relevant information needed about what the job involves and the responsibilities they will have. The documentation could be improved by the fact that you can lose an ideal candidate for another type of job, and the new employee can’t carry out a particular task mentioned In the Job Description. In conclusion, a job description would be used as a good method to help a potential employee to identify and understand what the job is and to understand the necessary information about the specific job that they are offering. In conclusion, a job description is important for candidates because a job description helps potential candidates to prepare for their interview.

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 list of the specific duties assigned to the job. These will be as detailed as possible, to the point that well-written job descriptions can be used as step-by-step instructions for doing the specific work required of those holding these job.

It starts with the defining the job with a focus on job specifications (competencies) compatible with strategic goals and executing these goals. In the last lesson also we went on the importance of descriptions so it is essential to structure what kind of job requirements needed according to specifications.

Job description is an informative documentation of job listing in an organization through the process of job analysis. Job description includes detail about skills and qualifications that an individual must possess when applying for job. Having good details on job description might bring good for both parties. (MBASkool, 2017)

Structuring the job descriptions that assist personnel fully understand the position and scenario prior to signing on.

The starting point for performance management falls into strategic planning. It is the stage that defines the strategic objectives and priorities on which the organisation should concentrate. They set out the activities on which the organisation should focus, and formulate the basis for creating more specific targets (the strategic objectives). The mission and strategic objectives of the organisation should be the ones that can be agreed not only by the individual members of the organisation, but also by the customers of the organisation. It would be best if the representatives of the public participated in the process of setting objectives and targets, but it seems that normally ministers responsible to Parliament play a significant role in the process of setting objectives and targets.

The jobholder will be required to perform the following duties and responsibilities and other duties at the appropriate level as assigned by management.