Position Analysis Questionnaire ( Paq )

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.

First, it is important for Frank to relate the assistant manager job description to the reasoning behind the WPT. The applicants are tested on basic verbal and math skills, which are demonstrated by receiving a high school diploma or GED (minimum job requirement). If the applicants are not able to meet this requirement then they do not qualify for the position. Applicants are required to have the ability to communicate effectively, both orally and in writing. If the applicants are not able to meet this requirement then they do not qualify for the position. Also, some of the tasks the applicant will be doing in #3 of Duties and

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

Maintains the agenda, arranges travel, and coordinates meetings, conference calls and appointments on behalf of the Manager. Organizes and coordinates the meetings and conference calls of unit staff, special project teams and working groups.

* 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.

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

1.1 Produce a job description using the template below to describe your duties and responsibilities

* Describe ways available to you for assessing your current skills and competencies against your defined role requirements and organisational objectives.

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

This job description meets our needs but could do with some minor changes. If I had the responsibility of updating it I would:

Using a position description, you will set work goals and prioritise work goals. You will then develop two work plans to achieve two work goals. You are required to keep a journal containing your reflections on and explanation of the process

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,

For every staff position within an organisation there must be a corresponding job description/job specification and person specification. In this instance we will be looking at the job description only for the HR administration role. This document provides an understanding of the position and accurately and fully describes the role. The job description will identify the skills, knowledge and abilities necessary to perform the (HR Administration role) at band level 02. We know from looking at the above HRPM map summary that the skills for the HR administrator role that we are using for this activity comes under band 02 at this level staff will advise or manage HR related issues. Also again depending on which role is being carried out within the HR area for example the behaviours deemed