The Importance Of Having A Good Training Program

Once Job Analysis is complete, the next step is to define the responsibilities of the candidate to meet the needs of the position. Job description is basically a list of the tasks required of the employee holding the particular position defined in the job analysis. A Complete job description will include level of responsibility and the expected outcome. Once these attributes are defined and documented, finding the ideal candidate will become easier and more precise.

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

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

For the role of the Personnel Assistant, there was a thorough look at what the keys tasks and duties would be. This would provide detailed information to a potential candidate or recruitment company as to what was involved with the role. This was also used to assist with the kind of person the Personnel Assistant would ideally be.

Job title: a job title is needed in a person specification to clearly outline what the job is.

An important approach in this situation is to develop tasks that properly fit to each job. The information gathered from the interviews and questionnaire is a helpful tool to achieve this objective. Having duty descriptions in place that clarify employee’s responsibilities will lessen the confusion of what is expected from them. In turn employees will likely be more satisfied and are more motivated to achieve the organizational goal. According to Diamantidis & Chatzoglou, 2011, “there is a relation between job satisfaction and firm performance” (p. 1533). Improving job satisfaction will also improve the effectiveness these employees have when representing the organization.

Career development is a process of developing and implementing a self-concept. As career choice and working performance becomes more

Gan, M., & Kleiner, B. H. (2005). How to write job descriptions effectively Management Research News, 28(8), 48-54. Retrieved from:

The Human Resources manager, Compliance Manager, and the departmental manger meet to discuss the needs of the position. A job description is created based on the department needs’. The job description includes activities that the employee will be performing and detail the approximate percentage of time spent performing a task such as walking, bending, and stooping. A weight limit is included for how many pounds the employee will be required to lift also. Specific information in regards the discipline of the employee are included next. For example you would only find information related to housekeeping duties on a housekeeping job description. The last portion of the job description describes how the employee will be evaluated for performance appraisals. When the employee is

In this globalized world, adapting to change is vital for accomplishment. Organizations are expected to compete in a ferocious market where strengthening their workforce is a key competitive advantage. On a yearly basis, companies invest time and economical resources into the training and developing of their most valuable asset: their employees. This core human resource function brings positive results on the organizations’ performance and represent an important intervention for the achievement of the organizational objectives (Gold, Rodgers and Smith, 2003; Nadler, 1984;Swanson, 2001, cited in Bunch, 2007, pg.143). The success of the training programs and the extent to which it will impact the organization relies on some internal elements like culture. As Alvesson (2013, pg.1) states, ‘how people think, feel, value and act is guided by ideas, meanings and beliefs of a cultural (socially shared) nature’ and can have a direct impact on the individuals and the organizations’ performance and goals. Noticeably, organizational culture can have an influence on the effectiveness or ineffectiveness of a training and development program. With a clear understanding of this interdependence, human resource professionals can receive an insight into the factors that should be considered prior and after the implementation of any training program.

There are some changes to be brought to the job description but there are also some good factors to maintain.

I learned that a job description provides a list of specific qualifications, requirements, duties that exists with the designated job title. For example, if I want to become a law clerk, the job description requires I have legal research skills, an ability to interpret judges’ orders, or communicate case law.

One of the first jobs done by the HR managers is writing a job description in preparation for hiring new employee(s) for a position. This task is often difficult due to the changing tasks of many positions. Although the jobs description is extremely crucial to hiring the right employee for the particular position and often the more responsibility the new hire(s) will have the more crucial this task is to get it right. During the hiring

The job description is a written description of job analysis what the job consists of: The job title The position within the organisation A list of duties.

Selecting the right person for the job can be done by a neat job description then it comes to screening, interviewing and the decision process. Job description is that in which it describes position, timing, type of work, requirements & pay. Job description gives almost exact overview of the job and helps in selecting specified candidates from the applicant side.