Wright State University recommends listing the job duties and responsibilities based on their importance and/or frequency at which they are performed. the main duties and responsibilities of the job: try to use active verbs, e.g. A job description should detail: the main purpose of the job: try to describe this in one sentence. >> Job description Job specification. >> Nature/ size of organizational structure. >> The relationship of the job with other jobs in the concern. >> It is helpful in preliminary screening in the selection procedure. >> It helps him to understand extent and scope of training required in that field. Basic contents of a job analysis specification are as follows: Personal characteristics such as education, job experience, age, sex, and extra co-curricular activities. Current and former clients include The HOTH, Bisnode Sverige, Nutracelle, CLICK - The Coffee Lover's Protein Drink, InstaCuppa, Marketgoo, GoHarvey, Internet Brands, and more. Short, clear and accurate. Advantages of Job Specification A clear written job description makes HR task easy because clear written job specification attract only targeted talent pool. Nevertheless, management should know which exemption applies if the role is classified as exempt, and the job description should reflect the classification in terms of job duties. Job specification covers aspects like education, work-experience, managerial experience etc which can help accomplish the goals related to the job. Advantages of Job Analysis The components of a job description are pretty much the same, regardless of the role you are hiring for. >> In those instances where smooth work force is required in concern. JOB SPECIFICATION is a statement which tells us minimum acceptable human qualities which helps to perform a job. >> Relationship of that job with other jobs in a concern. It is of great importance both in the recruitment process and the subsequent management of safe practice following appointment – for example it can help with induction and training. These are the normal components of the job description: Overall position description with general areas of responsibility listed, Essential functions of the job described with a couple of examples of each, Required knowledge, skills, and abilities, >> Provision of physical condition to support the activities of the concern. It is a document or statement which spells out the minimum levels of qualification, skills, physical and other abilities, experience, judgment and attributes required to … Some examples of job purposes are listed below: 1. >> It also helps to chalk out the compensation plans for the employees. The information collected under job analysis is : >> Nature of jobs required in a concern. the scope of the job: resources: staff, equipment, budget, areas for which the post holder is responsible; also identify to whom the post holder is responsible Job Description and Person Specification . >> It helps in job evaluation. From the above advantages, we can justify the importance of job analysis and itâs related products. Collectively, job … Both job description as well as job specification are important for personnel manager in personnel management function. The job description is used in the recruitment process to inform the applicants of the job profile and requirements, and used at the performance management process to evaluate the employee’s performance against the description. This should be an accurate and concise statement, one or two sentences in length as to why the job exists and the main contribution it makes to the university. How & What Is a Cover Letter Supposed to Be. Over the past decade, she has turned her passion for marketing and writing into a successful business with an international audience. The title should be standard enough for relevant job seekers to find it in a search. If your job description is confusing or poorly written, it can turn candidates away. There are several components to a good job description (your agency may have specific and additional required sections depending on your agency’s human resource policies). Advantages of Job Description Job Specification is prepared on the basis of Job Description, which states the characteristics that an employee should have, to hold the job. Generally, job descriptions should include the following sections: Make sure the job title is clear and concise. Physical characteristics such as height, weight, vision, hearing, fitness, health, etc. For example- separate cabins for managers, special cabins for the supervisors, healthy condition for workers, adequate store room for store keeper. It converts the job description in terms of pertinent human qualifications which are demanded by the job. This should include job title, pay grade or range, reporting relationship (by position, not individual), hours or shifts, and the likelihood of overtime or weekend work. >> The provision of physical and working condition or the work environment required in performance of that job. What are the Key Components of a Good Job Description? The key elements of a job description include a clear title, a summary, professional and education requirements, skills and working conditions. >> It also helps the personnel manager to undertake performance appraisal effectively in a concern. This type of document is descriptive in nature and it constitutes all those facts which are related to a job such as : >> Physical and other related attributes >> Job specification. She works closely with small businesses and large organizations alike to help them grow and increase brand awareness. >> It also helps in designing training and development programmes. A quality job description can make it easier to attract top talent and find the best fit for your company. Upvote (1) >> It assists in manpower planning. >> When he has to avoid overlapping of authority- responsibility relationship so that distortion in chain of command doesnât exist. Food and Beverage Assistant:to prepare and serve food ensuring hygiene regulations are adhered to. The average person spends less than 50 seconds reviewing a job listing when it's not a good fit, reports Grand Valley State University. >> Job title and designation There are two outcomes of job analysis : >> It helps the management to take decisions regarding promotion, transfers and giving extra benefits to the employees. >> It helps in giving due justification to each job. When creating a job title, the title should accurately depict experience level and responsibilities that the employee will perform. Vague terms like "rock star copywriter," "data ninja," or "guru" may create confusion and keep you from attracting high-caliber candidates. It is a document or statement which spells out the minimum levels of qualification, skills, physical and other abilities, experience, judgment and attributes required to perform them efficiently and effectively. It is critical that the job description defines the components that are evaluated when assessing salary grades, if the hiring is based on experience. >> Type of people required to fit that structure. Writing an accurate job description involves breaking the job down in to its component parts and defining the key objectives. avoid vague terms which might be interpreted in more than one way. Employers may also mention a salary range and any perks offered by the company to reward or motivate employees. 2. The Society for Human Resource Management recommends adding a disclaimer stating that the job description does not cover all of the activities and duties associated with the role you're hiring for. In her daily life, Ms. Picincu provides digital marketing consulting and copywriting services. Unless it's a remote position, include your company's location and mention if the role allows for telecommuting. The elements of a good job description are briefly outlined below. The following section seeks to illustrate this essential difference. It tells in brief the nature and type of job. >> It helps the supervisors in assigning work to the subordinates so that he can guide and monitor their performances. The job description identifies the essentials of the role: the broad purpose, the major duties, the terms and conditions (Armstrong, 2009) A person specification describes the 'attributes required of an employee to do the job to the required standard' (Cushway, 2003). She holds a BA in Marketing and International Business and a BA in Psychology. A job specification defines the knowledge, skills, and abilities that are required to perform a job in an organization. >> It is helpful in job evaluation in order to decide about rate of remuneration for a specific job. >> Kind of qualifications and academic background required for jobs. Heading information. >> Job analysis helps the personnel manager at the time of recruitment and selection of right man on right job. 1. Person specification . ... it absolutely should be part of the position description. For example, “cashier”, “delivery driver”, “baker”, “sales clerk” may seem boring but they tell potential applicants exactly what the position will be. >> It helps in recruitment and selection procedures. A job description is a written statement about a group of related positions that describe the duties, tasks and responsibilities of a job. Job specification, along with job description, is actually derived from job analysis. >> Educational qualifications for that title Clerical Assistant:to provide clerical support for postgraduate and undergraduate courses and to provide support for student administration. A job description need not account for every task that might ever be done, says the CELL. Trendy job titles like "Sales Ninja" are not optimized for search engines and can deter qualified candidates from applying. Job specification helps in hiring an appropriate person for an appropriate position. Depending on the role, you may use one section for the required experience and qualifications or create two separate sections. Physical characteristics such as height, weight, chest, vision, hearing, health, voice poise, and hand … Here are the most critical components of a good job description. >> It helps the supervisors for counseling and monitoring performance of employees. >> It is also helpful in performance appraisal. Contents of Job Specification Statement. Basically, job analysis is bifurcated into two components namely job description and job specification. A job description should state whether the position is classified as exempt or non-exempt from overtime, but it does not need to identify the specific exemption or the reasons behind the classification. The job specification is important for several reasons. Job description usually forms the basis of job specification. >> It helps in evaluating the job in which the worth of the job has to be evaluated. ‘to manage’, ‘to develop’, ‘to write’, ‘to clean’ and to focus on six to eight key points. >> Physique and mental health >> Special attributes and abilities >> The nature of duties and operations to be performed in that job. Start with a brief description of the role. 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