Review the job description and consider how job design and the job description p

Question

Review the job description and consider how job design and the job description provide a foundation for an effective HR program in areas such as the following:

The quality of many HR decisions—how to recruit, whom to select, what training to schedule, and the like—can be improved if the decisions are based on the job requirements.

Accurate job descriptions can contribute to improving employee performance because employees have a clear picture of what is expected of them and supervisors can use job descriptions as a basis for conducting performance appraisals.

The essential functions outlined in the job description (a) provide a basis for an organization establishing the job-relatedness of its selection and performance requirements (Uniform Guidelines) and (b) reduce the risk of discriminating on the basis of disability (ADA).

Contrast the different possible HRM outcomes for these two scenarios from the:

(a) Company’s perspective and;

(b) Prospective employees’ perspective—those who apply for the opening as well as the one selected at the end of the hiring process:

Scenario A: The supervisor who needs to fill this job opening does not have a written job description.

Scenario B: The supervisor who needs to fill this job opening is using the job description that appears in “Highlights in HRM 2.”

ANSWER)

To create an effective HR program, jobs should be well designed and described. Job design (also referred to as work design or task design) is a core function of [human resource management] and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job, while job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. A job description typically outlines the necessary skills, training and education needed by a potential employee. It will spell out duties and responsibilities of the job. Once a job description is prepared, it can serve a basis for interviewing candidates, orienting a new employee and finally in the evaluation of job performance. Components of a Job Description may include a summary statement, functions of the position, attributes needed for the position, reporting system, evaluation criteria, compensation, physical location and surroundings. It includes to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range. Both design and descriptions are the foundation of effective HR management who is able to take effective decisions in HR are areas like recruitment, training, motivating, evaluating…etc

Drafting effective and accurate job descriptions in an employment agreement will save you and employee's unnecessary confusion. It also will help ensure that all duties of the job are assigned efficiently. Comprehensive job description should be written as a dynamic document, providing enough flexibility to adapt to changes in staffing, technology, or resources. Yet the job description must be drafted with clarity because it will become the primary basis for evaluating performance and developing job-training activities. An accurately phrased job description can clarify the employee’s role and avoid ambiguity and inefficiency in allocating personnel responsibilities. There are two main functions of creating clear job description. Firstly, to enhance selection criteria and performance process, secondly to protect the organization and its employees from discriminatory acts. HR associates should clearly explain the performance rating scale, the difference between the different levels of performance, and how ratings to be used (e.g. what rating is used for good performance and given to most employees, what additional actions need to be taken when performance is judged to be above and below expectations, etc.)

Based on the couple of scenarios, there is no question on the importance of keeping clear, accurate, updated written job discretion in every and each firm of any size. This is equally important for employer and employee to know each one right, duties and responsibilities.

Finally, using job descriptions help the organization better understand the experience and skill base needed for success. It helps in the hiring, evaluation and potentially terminating of employees. All too often, there is a misunderstanding of what a position entails and a well-prepared job description can help both sides share a common understanding.

References:

Retrieved from http://www.hrhero.com/hl/articles/2008/02/08/creating-accurate-job-descriptions/

Retrieved from https://hr.ucr.edu/recruitment/guidelines/process.html

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