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For each employee, a good job description helps the incumbent to understand:
For the company, good job descriptions contribute to organizational effectiveness by:
For the company, good job descriptions contribute to organizational effectiveness by:
- Their duties and responsibilities
- The relative importance of their duties
- How their position contributes to the mission, goals and objectives of the company
For the company, good job descriptions contribute to organizational effectiveness by:
For the company, good job descriptions contribute to organizational effectiveness by:
For the company, good job descriptions contribute to organizational effectiveness by:
- Ensuring that the work carried out by staff is aligned with the company's mission
- Helping management clearly identify the most appropriate employee for new duties and realigning work loads
Job descriptions are also the foundation for most HR management activities, such as:
- Recruitment
- Selection
- Orientation
- Training
- Supervision
- Compensation
- Performance Management
- Legal Defense
Job Analysis
If your organization does not have job descriptions or if your job descriptions are out of date, the first task is to conduct a job analysis.
What is Job Analysis?
Job analysis is a process for systematically collecting information to help you fully understand and describe the duties and responsibilities of a position as well as the knowledge, skills and abilities required to do the job. The aim is to have a complete picture of the position - what is actually done and how.
Purpose
The purpose of job analysis is to provide the information necessary for writing job descriptions. Job analysis information can also be used in the job evaluation process, which is the process for assigning value to a job for the purpose of setting compensation.
Types of Job Analysis
The types of information collected during job analysis will be specific to each company. However, typical kinds of information that are gathered are:
- Summary of duties
- Details of most common duties
- Supervisory responsibilities
- Educational requirements
- Special qualification
- Experience
- Equipment/tools used
- Frequency of supervision
- Others the incumbent must be in contact with
- Authority for decision making
- Responsibility for records/reports/files
- Working conditions
- Physical demand of the job
- Mental demands of the job