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How to Good Job Descriptions Writing. Human Resources Management is the part of the organization that is concerned with the ‘people’ dimension. Human Resources Management deals with human relations of an organization starting from recruitment to management. Any Organization is the most important part of Human Resources Management It is a process of acquisition, development, motivation, and maintenance of human resources of an organization.
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Previous I discuss Human Resources Management part-1 in Bangladesh function of Human Resources Management and fundamental of Human Resources Management in Bangladesh now I discuss this part -4 Job Analysis in Bangladesh Modern Concept. How to Good Job Descriptions Writing.
Human Resources Management
Purpose of Job Analysis: No matter what method is used to gather data, the information amassed and written down from the job analysis process generates three outcomes: Job descriptions, Job specifications, and job evaluation. It is important to note that these are the tangible products of the work – not the job analysis, which is the conceptual, analytical process, or action from which we develop these outcomes. Let’s look at them more closely.
Job Descriptions: A job description is a written statement of what the jobholder does how it is done, under what conditions it is done, and why it is done. The job description should accurately portray job content, environment, and conditions of employment. A common format for a job description includes the job title, the duties to be performed, and the distinguishing characteristics of the job, environmental conditions, and the authority and responsibilities of the jobholder.
When we discuss employee recruitment, selection, and performance appraisal, we will find that the description acts as an important resource for (1) describing the job (either verbally by recruiters and interviewers or in written advertisements) to potential candidates; (2) guiding newly hired employees in what they are specifically expected to do; and (3) providing a point of comparison in appraising whether the actual activities of a job incumbent align with the stated duties. Furthermore, under the Americans with Disabilities Act, job descriptions have taken on an added emphasis on identifying essential job functions.
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Job Specification: The job specification states the minimum acceptable qualifications that the incumbent must process to perform the job successfully. Based on the information acquired through job analysis, the job specification identifies the knowledge, skills, educations, experience, certification, and abilities needed to do the job effectively. Individuals processing the personal characteristics identified in the job specification should perform the job more effectively than those lacking these personal characteristics. The job specification, therefore, is an important tool in the selection process, for it keeps the selector’s attention on the list of qualifications necessary for an incumbent to perform the job and assists in determining whether candidates are essentially qualified.
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Job Evaluations: In addition to providing data for job descriptions and specifications, job analysis is also valuable in providing the information that makes a comparison of jobs possible. If an organization is to have an equitable compensation program, jobs that have similar demands in terms of skills, knowledge, and abilities should be placed in common compensation groups. Job evaluation contributes towards that end by specifying the relative value of each job in the organization. Job evaluation, therefore, is an important part of compensation administration. In the meantime, you should keep in mind that job evaluation is made possible by the data generated from job analysis.
Faculty Member, College of Business
- Job Title: Faculty Member
- Occupational Code No. 4554
- Reports to: Department Chairperson
- Job No. 079
- Supervises: None
- Date: 7/05/2020
- Environmental Condition: None
- Functions: Teach one or more subjects within a prescribed business and economics curriculum
Duties and Responsibilities:
Duties and Responsibilities:
- Prepare and deliver outside reading assignments.
- stimulate class discussion
- Compile, administer, and grade examinations – or assign this work to others.
- Direct research for others working for advanced degrees.
- Conduct research in a particular field of knowledge and publish findings in professional journals.
- Perform related duties, such as advising students on academic and vocational curricula.
- serve on faculty committees.
- provide professional consulting to government and industry.
- Other duties as assigned by the department head.
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Job Characteristics: Understanding of instructional methods for traditional and nontraditional students; excellent communication skills; and skilled operation of a personal computer, using word processing, spreadsheet, database management, and statistical packages.
Multifaceted Nature of the Job Analysis:
One of the overriding questions about job analysis is: Are they being conducted properly, if at all? The answer to this question varies, depending on the organization. Generally, most organizations do conduct some type of job analysis. This job analysis extends further, however, then meeting the federal equal employment opportunity requirement. Almost everything that HRM does is directly related to the job analysis process. Recruiting, selection, compensation, and performance appraising activities are most frequently cited as being directly affected by the job analysis. How to Good Job Descriptions Writing.
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But there are others. Employee training and career development are assisted by the job analysis process by identifying necessary skills, knowledge, and abilities. Where deficiencies exist, training and development efforts can be used. Similar effects can also be witnessed in determining safety and health requirements, and labor relations process, if a union exists. Accordingly, this often lengthy and complex job analysis process cannot be overlooked.
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We cannot overemphasize the importance of job analysis, as it permeates most of the organization’s activities. If an organization doesn’t do its job analysis well, it probably doesn’t perform many of its human resources activities, they employees in the organization understand human resources activities and they should understand the fundamental importance of job analysis. The job analysis, then, is the starting point of sound human resource management. Without knowing what the job entails, the material covered in the following chapters may be merely an effort in futility.