What Is HRM Practise

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.

* 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.

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.

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.

It’s a statement that states the responsibilities and activities that one must perform under a specific position. It’s important to be detailed as hired candidates may not possess certain abilities needed which in return would result in increased expenditure on training and development, therefore it is important to have a good job description ready for the selection process (Chron, 2015). Tesco believes that it gives both the candidate and current employees all the necessary knowledge about the position so that they know what is expected of them. Tesco also uses the job description along with the person specification which provides the basic information used to create advertisements and promotion (Tesco Case Study,

Job description entails the outlining of the skills, and the necessary qualifications and competencies required for a working opportunity. A recommended job description should include some aspects, including a list of technicalities required and hierarchical levels in the organization. It should be able to be used in signing the service contact (Slezak 2012).

This allows the candidate to fully understand what the job role involves before apply for the job. It allows candidates to figure out if they’re suitable for the requirements which the organisation is looking for, this can normally save time if the candidate believes the job role is not suitable for them.

| The job description essentially concentrates on providing information about the job. The person specification is a direct contrast; it provides information about the type of person that the organisation is looking for to do the job. The person specification gives a list of requirements, but these relate to the person doing the job.

Supporting job descriptions because it is a valuable tool in recruiting and hiring (Doggett, 2002). It assists in identifying candidates who are not qualified for a certain position, thereby reducing the odds of making a poor employment decision. Perhaps their greatest value is defining for new employees what is expected from them (Doggett, 2002). There is considerable evidence to show that many a potentially good employee was lost because he never knew what was expected of him and he and his boss were seeing his accomplishments from totally different perspectives.

The job specification for a trained employee like a store manager is straightforward. The job specification recognizes the type of person to recruit and the specific qualities to be tested in the person. It could be a separate section of the job description or a completely different document (Dessler et al 1999, p.183).

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

HR department is responsible for many of the attributions of an organization. HRM is a strategic part in the organizational achievement of the company. HR department major daily tasks are planning and alignment, staffing, preparing compensation offers and to shape, outline and define the culture of the organization. HRM process which purpose is to attract, retain, and motive is made up of eight main practices which include HR planning, job analysis and design, recruitment, selection, performance appraisal, training and development, compensation, and benefits.

Their various HRM practices allow them to attract and retain the best staff and deliver on their service mandate. At a functional level they have implemented HRM practices to align the leadership, skills, induction and socialisation, training, development, rewards and recognition, remuneration, career progression as well as transformation with the strategy of the company.

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their