Explains why job descriptions are such important tools for human resource managers.
Written in 2002; 2,034 words; 10 sources; MLA; $ 64.95
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. The paper shows that 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. The paper shows that 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 comprehended, can be of equal value to managers and employees throughout the organization.
From the Paper:
"Job analysis typically produces a great deal of information--all of which is not directly applicable to the job description. But since the purpose of the description is to provide a basic source of information, on which employees, supervisors, senior management, and the HR specialist can draw, the larger knowledge base produced by job analysis is entirely desirable. As Siegel notes, as many as 14 different types of data might be assembled in job analyses, including government-mandated licensing or training, professional standards, job responsibilities, environmental information, identification of outputs (products and services), specific machinery and equipment employed, work performance standards, physical job demands, elemental motions, activities, trait requirements (knowledge, skills, abilities and personal attributes), and examples of outstanding or inferior performance in the position (Siegel 12)."
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