Job Description as a Function of Management
Benefits of a detailed Tasks Description in a Job Description
A clear description of the duties and responsibilities of a particular job is very helpful in human resource management. It helps potential job applicants get a clear understanding of what duties and responsibilities for a particular position would be. Also, it gives out a constant elaboration across departments of job position roles and how they assist the organization in developing. Moreover, it helps in the establishment of boundaries on each employee’s responsibilities. A salary range that is competing with the market will also help in justifying an employees pay. The HR team should ensure that the list of responsibilities and duties associated with a particular position is well elaborated on how much one would be expected to handle. Effective job tasks description addresses quality and quantity performance standards and job rules that apply to a particular job. In the end, these descriptions assist in making sure that staff duties align with the organization’s vision.
Knowledge, skills and abilities area of a job description
For years now, job descriptions have been assisting various organizations in identifying specific skills and abilities that are need for a position or the involved pressures that apply to the position. A well-written job description informs the job seeker what the position may involve or require. After thoroughly going through the job description, some applicants may conclude that they do not meet the requirements for the position or maybe less interested in it. People who have earned years of experience are deemed to have gained many skills that can be transferred from one organization to another. As a result, an effective job description requires a specific background. For instance, a person who has been working for years in the fashion industry may not fit well for a job with an insurance client but may be a good candidate for a job in entertainment even though it’s not the same.
Educational requirements area of a job description
If a particular job demands a particular certification, whether a commercial driver’s license, a specific diploma or degree, or even any professional designation, the HR team should include it in the job description. Among creatives, a degree can sometimes be overlooked in favor of one’s experience in a particular field. For example, in a graphic design supervisor position, a person who has worked as a graphic designer for five years but has a degree in English may be qualified to apply for the job. However, it’s always good to list all degrees received. The human resource department scrutinizes this information thoroughly during background checks, to be as clear as possible.
The legal components in a job description as it relates to the equal employment opportunity commission
According to the Equal Employment Opportunity Commission (EEOC), fundamental functions are primary duties that an employee must be able to perform, with or without reasonable accommodation. The EEOC laws prohibit employment discrimination either based on religion, age, sex, pregnancy, disability or skin colour. The primary responsibility is to interpret and enforce civil rights laws. To fulfil these responsibilities, the EEOC conducts hearings, advocates for equal employment opportunity laws of the federal government, and litigates discrimination cases among other duties.
Assessment methods used in recruiting qualified candidates
Numerous methods can be used in recruiting qualified candidates for a particular job. The most commonly used methods are the interview and the questionnaire method. The interview method acquires information by conduction interviews on junior employees and sometimes their supervisors and managers. Notably, interviews are the best source of information as they offer a firsthand account of the job from both the junior employees and the senior staff members. On the other hand, the use of questionnaires is also efficient in analyzing job applicants. The human resource team uses questionnaires to acquire information by designing surveys with questions on such areas as the physical aspect of the job.