Functions Of Job Descriptions Essay

1124 words - 4 pages

Job Descriptions (JDs) are one of the most basic formal documents any organization must posses. They are, in the most basic form, ?a written description of a job and the types of duties it includes? (Bohlander, Snell 101). Typically, they consist of four main parts, the job title, the job statement, job responsibilities, and job qualifications. This information can provide a wealth of knowledge for use by anyone, at any level in an organization. Specifically JDs define job tasks, provide recruiting information, set legal requirements, and aid in performance appraisal.Every job description must first identify a specific job. Typically, this information includes a job title, along with a specific department within the organization, and the reporting manager. This information is important because it helps define organizational structure. The employee must know what their job is, who to report to, and where their position is located in the hierarchy of the organization. This section can also define salary requirements, such as maximums or minimums, hourly rates, schedule to be worked, etc.The next section will issue a statement or summarize ?the primary reason for and function of the job? (Microsoft Online Office 2). Here, the jobs major responsibilities such as where the job is to be performed, what are the main duties to be performed, and when should these duties be performed are typically described in a single paragraph. This description ?should describe the job without detailed task descriptions? (Microsoft Online Office 2). This statement should be nothing more than an overview that will assist the employee in defining the complexity of the job.This information is used for recruitment when advertising for applicants. The recruiter uses this information as a basis for where to advertise. Getting the right people to respond to an advertisement is extremely important and on the other end, job candidates will appreciate a concise summary when selecting a job to apply for. Little or no ambiguity from the beginning stages of the hiring process will help with the ease of both the recruiter and the applicant come to any decisions necessary.The third section of a job description will list the responsibilities of the job in detailed statements. These statements ?are typically arranged in order of importance? (Bohlander, Snell 103). ?These statements should indicate the weight, or value, of each duty? (Bohlander, Snell 103). ?The weight of a duty can be gauged by the percentage of time devoted to it. The statements should stress the responsibilities all the duties entail and the results they are to accomplish. It is also general practice to indicate the tools and equipment used by the employee in performing the job? (Bohlander, Snell 103). This information provides the employee and his/her coworkers exact expectations that will contribute to the success or failure of the work to be accomplished.Performance appraisals are one of the ways in which managers...

Find Another Essay On Functions of Job Descriptions

Do We Need Job Descriptions, or Even Job?

815 words - 3 pages 1) In the article, it says" In a fast moving economy, jobs are rigid solutions to an elastic". I think it means: Job is permanent; economy is always changed, so that it is necessary to have flexible solutions to solve problems in the jobs. I think that author of this article supports using "no job description" in the jobs. I think it says that because some following reasons:a) Depending on theory in textbook: "job descriptions" is a statement of

Outline the key differences between a job description and a person specification, and their uses during the recruitment and selection process

2326 words - 9 pages organization. As well, employers need to know what can reasonably be required of an employee. Job descriptions can also assist the recruitment process by:Here is a sample form of how a job description could look like:Job description1.Job title:Grade:Department:Reports to:2.Main function of job: (Note - In addition to these functions employees are required to carry out such other duties as may reasonably be required)3.Location:4.Supervisory

employment discrimination liability

1687 words - 7 pages Resource Management (SHRM) websites. Each studied element of HRM is discussed below. A. Recruiting and Hiring (1) Job Descriptions Both federal and state discrimination laws dictate responsibilities and requirements regarding the recruitment and hiring process. Job descriptions are an important HRM tool, but are not mandated by law. Racial requirements can never lawfully be used in job descriptions and should be avoided in all cases. Job

Recommendation for Compensation of Benefits Plan

936 words - 4 pages are appropriate. I start with a clearly define job description; insure comparable market information, base pay, salary compensation, salary trend and total compensation. Then I will study salary survey data, make a few phone calls to external sources and send out comprehensive questionnaires to companies and agencies to collect data relating to these job descriptions. The description will have title of job, department, who the employee reports to

Descriptive Properties

1015 words - 5 pages One thing that is very important in all forms of writing – not just poetry – is the description. When writing, an author should describe the setting and the characters thoroughly, in a way that resounds in the reader. All descriptions are written in hopes of putting an image into your head, and especially as sophomores, I believe that we are still learning how to write descriptions. Descriptions are not as easy as everyone thinks of them as

Study to assess the effect of developing a job according to the value chain recognized in the company and it's effect subsequently on all HR processes

9071 words - 36 pages according to the strategic orientation and business plan of the company and by deploying the last techniques in job descriptions and specifications which is job profile and candidate profile and determine the professional and core competencies for every job as well as required behavior and attitudes and assess the job match currently in all existing jobs and ensure integration with all other listed functions with required impactJob profile for

The Wayne County Sheriff’s Department Organization

806 words - 3 pages The organizing function of the manager consists of developing organizational charts, job descriptions, and statement of work flows ( Liebler and McConnell, 2008, p.53). A healthcare department manager must have knowledge of the job functions, job descriptions, and how those relationships impacts, authority, chain-of-command and communication. As a Wayne County Sheriff Sergeant, the organizational jail chart reveals the decision making process

Functions Of Management MGT 330 - Management: Theory, Practice, Application May 14, 2005

1046 words - 5 pages organizational charts and identify essential business functions, (2) superior human resources who will write job descriptions, hire staff, and reduce legal liability, and (3) managers who will create working environments which treat staff with respect and optimize productivity and success.Lacey has a strong need for organization. Working exclusively in the healthcare market, the ability to be flexible and adapt to change is demanded. Lacey's

Case Analysis: RL Wolfe

2344 words - 9 pages the firm between the management, the coordinators and the group members. That could have caused the seniority issue of the job descriptions in the first place, since teams were not aware of their autonomy to participate in design of their jobs and roles due to poor communication and lack of understanding of SDTs’ functions. Lack of proper communication is seen right from the first strategy of hiring new employees. They are not able to

My plans for the company as a Human Resource Director

1632 words - 7 pages descriptions and job specifications are used to inform human resource functions such as recruitment and selection, performance evaluation, training and development, and compensation. Job analysis forms the core of the Human Resource Management function. The importance job analysis is almost immeasurable to an organization. The valuable uses of the analysis are vital to the success of the organization. We need to have performance appraisals as part

Employee Evaluation

795 words - 3 pages job requisitions and position descriptions and advising department representatives on key related considerations • Composes and places newspaper advertisements and prepares and posts job announcements • Reviews and interprets human resources policies and procedures relevant to recruitment • Training on the functionality of UACT • Perform a variety of administrative support and office functions • Working proactively with departments when

Similar Essays

The Nature Of Job Analysis Inferences And The Process Of Creating Job Descriptions And Job Specifications

895 words - 4 pages In order to understand the nature of job analysis inferences and how they are validated, it is important to attend to the reasons job analysis are conducted. Job anaysis have been carried out to determin the tasks and duties performed by job incumbents. Job analysts often write job descriptions which describe the work activites that are performed in the job. This is important in order to be able to identify major job responsibilities for

Job Analysis

1117 words - 4 pages descriptions. The explanation given to me is, "Their job is whatever I need them to do!" Sound familiar? While I can understand this line of thought (to an extent), I also firmly believe in job descriptions. Aside from helping determine the aspects of a job and the employee's performance in that job, another important role of the job description is to identify the essential functions of a job. Hopefully we are all familiar with the term "essential functions

Job Analysis

1117 words - 4 pages descriptions. The explanation given to me is, "Their job is whatever I need them to do!" Sound familiar? While I can understand this line of thought (to an extent), I also firmly believe in job descriptions. Aside from helping determine the aspects of a job and the employee's performance in that job, another important role of the job description is to identify the essential functions of a job. Hopefully we are all familiar with the term "essential functions

Analysis Of The Performance Management At The University Of Ghana

859 words - 3 pages specific criteria to evaluate the effectiveness of the positions. In addition, without a good job description it is difficult to tie job functions back to the organizational goals and objectives. A good job analysis and description ensures that employees can see the direct relationship between the job competencies, the job descriptions, and the goals and objectives (Hartley, 2004). If the link is unclear, then managers and staff may not