An examination of hte importance of job descriptions from corporate andemployee perspectives, includes creation, revising, flexibility, uses, effectiveness, titles and human resource issues.
Written in 2000; 1,575 words; 10 sources; $ 55.95
Paper Summary:
The job description is a concise, complete, organized outline and description of the tasks, priorities, and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work.
From the Paper:
"The job description is a concise, complete, organized outline and description of the tasks, priorities, and time allocations of a particular position, often accompanied by designation of the competencies and skills required by the work. But, rather than merely describing the manner in which a job is being done at the moment, it should describe the manner in which the job should be done. Job descriptions can be created prior to a position being activated or can be produced for existing jobs (often with a combination of incumbent self-report, supervisor input, and administrative contributions and control). They can be the result of extensive job analysis or they may be less formally prepared. But, in their most complete forms, job descriptions are one of the most valuable tools Human Resource (HR) managers possess and, if properly executed, published, and..."
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