Supporting Job Descriptions

Employers often complain about job seekers applying to jobs that they either don’t fit the description or do not fit the job requirements. Most employers understand that many candidates won’t meet all the requirements but applying if you don’t meet at least 75% of them is simply a waste of time. Employers are posting a position to fill a need within in the company and fix a problem. It is your job to connect with the employer in order to fix the problem. Again, only after you have met 75% of the basic

Additional formal performance evaluations may be conduct to provide both supervisors and employees the opportunity to discuss job tasks, identify and correct weaknesses, encourage and recognize strengths and discuss positive, purposeful approaches for meeting goals.

The view of the job description differs depending on the groups and objectives needed to achieve set goal within the department or organization. Job description will describe the position’s responsibilities, duties as well as minimum qualifications and education. “Exactly how job descriptions are prepared and used is a complicated story that has it origins in the creation of civil service systems and merit system principles.” (Borrego, 2012) Elected and appointed officials may consider positions management a necessity in order to control the magnitude and direction of the organization’s staff when considering the quality of budget management and program evaluation, but most elected officials will only consider the job description and classification if they are considering ways to reduce the budget. Merit system reformers believe that they must consider analyzing, and classification of a position in order to achieve an effective and equity of a civil service system. They consider this as the stepping-stones for a responsive and professional public administration. Human Resource Specialists and position management positions think about recruiting, selection, pay equality and performance evaluation with considering a job description and classification. The job description and classification aids in recruiting so that must create a clear and accurate job description. This will help with the selection process by eliminating individuals that do not meet the minimum qualifications.

can be used for management purposes with potential candidates objectives being based on the actions and responsibilities in the job description

Determining how to create a new position within the business is commonly on the basis of overload for employee’s job functions or duties. Managers must recognize as times change the job functions change to meet new demands of job functions and duties. Recognizing the overload of duties and functions a manager may decide to split the one job into two thus, creating a new job position. Also managers must meet productivity measures. If the company is in need of meeting demands or increasing sales a new position may be needed to meet these demands.

A job analysis defines the jobs in question, specifies what employee behaviors are necessary to perform them, and lastly it develops a hypothesis about the personal characteristics necessary to perform those work behaviors (Cascio & Aguinis, 2011). A job analysis helps individuals especially at the corporate level analyze jobs within their company to see if adjustments need to be made to accommodate needs. A job analysis serves various needs within the organization. The job analysis will analyze organizational design, human resource management, work and equipment design, as well as research purposes, and vocational guidance (Cascio & Aguinis, 2011). A

The position analysis questionnaire is the most widely applied job analysis instrument, adapting a worker-oriented approach to gathering and analyzing job information. The purpose of the PAQ is to identify general job characteristics, and is primarily employed by human resource and personnel functions of organizations (Aamodt, 2012). The PAQ is not used by human resource functions for operational purposes, such as wok design or training programs, due to its generalized perspective on job analysis. However, the prime applications of PAQ extend towards recruitment and selection, job grading, and career development. As organizations engage with vast amounts of applicants for job openings or position replacements, the PAQ allows capturing of the candidate’s job skill level and job characteristics (Schuler, Farr and Smith, 2013). This information allows matching of required elements with the employment opportunity, and so validly predicts to some extent the suitability of applicants.

Brencic & Norris (2012) believe that there are various areas concerned whilst identifying job requirements. However, the key main areas consist of the analysis, evaluation and description of the job role. Uggerslev et al (2012) describes one of the main linked key areas; it is highlighted that the job analysis involves important information. It is further explained that the information gathered during this process is needed to create a job description and to develop vital information such as pay structure for the position. Therefore, this particular area is of fundamental importance as it not only helps the organisation but it also helps employees understand what is expected of them (Brencic & Norris, 2012).

A job description details the work duties and activities of employees. Job descriptions are a vital source of information to employees, managers, and HRM staff. Through the use of the job description, HRM staff can then determine how much employees should be paid for each position within the company. Compensation and benefits play a huge part in the recruitment and selection of employees as potential employees are generally attracted to organisations offering better compensation (pay) and benefits in exchange for work being carried out. These benefits might include flexible working hours, childcare and healthcare.

Part of the recruitment plan should include explicit criteria for choosing successful candidates. Listing the job competencies as well as the attitudes and interests that will help an employee succeed in a position will in turn keep the interviewer on track should they have competing candidates. Furthermore, using the selection criteria as a

If someone is hired under the pretense of accomplishing a certain set of tasks, and mainly let go due to their inability to perform those tasks not acknowledged up front in the job description might cause an issue. However, it is noticeable that job has undergone an evolution, and not updating the job description will not only lead to less qualified new hires, but this could also be problematic. Moreover, when job’s tasks and responsibilities get altered, the job description needs to immediately be updated to reflect those modifications (McDade, 2016).

A Job Description is defined as “A written statement explaining the purpose of a job, what activities are preformed, the conditions under which they are accomplished and the performance standards required.” (Stone, 2013, p.186). The purpose of the Job Description is managing the development of processes to improve Information Technology (IT) service delivery and be able to submerge it in the daily operations. Also establish an operational function, which allows changes into the IT environment as outlined in the Information Technology Infrastructure Library (ITIL) framework. The benefits that the employee hired will be using sound project management techniques to implement some of the ITIL best practices, the quality and availability of IT services will be improved. This position will assist IT Client Services, Technology Services and Information Systems to embed best practice into the daily routine. The establishment of the Release Management function will ensure that any major changes are tested, communicated and documented before release. This will reduce the disruption that can occur with the release of changes.

anything I have been given or told in the past. I further understand that I am expected to

What this does is give you a feeling of empowerment that will only help. Armed with a job description, you can stand up for yourself and insist on those parts of your job that are specified in the description.

To know the job specification and job qualification to be considered in hiring the employees?