Sample Job Description : Dmo ( Dish Machine Operator )

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.

What do you bring to the position? What do you hope to gain from the position? *

* 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.

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

necessary skills and experience you are seeking and would make a valuable addition to your staff.

1. What are the duties and job responsibilities associated with the position held by the individual you interviewed?

2. In the left column below, list the skills, experiences, personality traits, etc., that the employer is seeking. In the right column, write phrases and sentences that show your skills, experiences, and traits that qualify you for the job. Provide specific examples from your life, coursework, employment, volunteer work, travel or other experiences.

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

How positions are filled: Although there is no perfect formula for hiring, the best advice is to start well in advance of a hiring need. The HR professional needs to assess the role/need in terms of knowledge, skills, abilities (KSAs) before writing a job description and posting a vacancy. They are also critically involved in writing interview questions and establishing valid and reliable rating criteria for selection. When interviewing and selecting candidates, the HR practitioner must also ensure that all involved employees are knowledgeable of legal and ethical standards.

Please describe how your education and experience will help you be successful in this position:

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.

In this assessment task, you will demonstrate skills and knowledge required to assist in planning for recruitment and obtaining approval for your plans.

The goal of selection programs are to capitalize on individual differences in order to select the applicants who possess the greatest amount of particular characteristics that have been assess to be the most important for job success (Cascio & Aquinis, 2011). This goal can be met by utilizing a classical approach to personnel selection. The classical approach to personnel selection starts with the job analysis. From the job analysis sensitive, relevant and reliable criteria are selected on a basis of importance to describe the job specifications that represent knowledge, skills, abilities and other characteristics (KSAOs) that potential applicants are desired to have for the job (Cascio & Aquinis, 2011).

The job responsibilities, needed academic qualifications, estimated compensation, and the estimated growth potential are covered in detail.