Sponsored Links
-->

Kamis, 15 Maret 2018

10 Examples of Awesome Job Descriptions (and Why!) | The Magnet ...
src: d2shvezvv4hf5p.cloudfront.net

A job description or JD is a document that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range. Job descriptions are usually narrative, but some may comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.

According to Torrington, a job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. According to Hall, the job description might be broadened to form a person specification or may be known as "terms of reference". The person/job specification can be presented as a stand-alone document, but in practice it is usually included within the job description. A job description is often used by employers in the recruitment process.


Video Job description



Roles and responsibilities

A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.


Maps Job description



Development goals

A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in the future, such as possible promotion routes and conditions.


Excellent Job Description Of Medical Office assistant with ...
src: proyectoportal.com


Limitations

Prescriptive job descriptions may be seen as a hindrance in certain circumstances:

  • Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;
  • Job descriptions may be too inflexible in a rapidly changing organization, for instance in an area subject to rapid technological change;
  • Other changes in job content may lead to the job description being out of date;
  • The process that an organization uses to create job descriptions may not be optimal.

iRecruit: Job Description System
src: cnc.ucr.edu


See also

  • Strategic human resource planning
  • Competency-based management
  • Competency-based recruitment
  • International Standard Classification of Occupations
  • Job description management



References

Source of article : Wikipedia