How a job description is a function of management
A job description is a useful tool that describes all the tasks, duties, and responsibilities of a position. The primary function of this assignment is to increase understanding of the critical elements in a job description and its alignment to the HRM process and to talent acquisition. Prior to beginning work on this assignment, read the article Job Worth Doing: Update Descriptions, the U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook, the guide Best Practices and Emerging Trends in Recruitment and Selection, and the web page Employers from the U.S. Equal Employment Opportunity Commission (EEOC).
In your paper,
Discuss how a job description is a function of management.
Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
Tools and technology
Knowledge, skills, and abilities (KSAs)
Explain the legal components in a job description as it relates to the EEOC.
Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.
Maintaining up-to-date job descriptions for every position is one of the simplest, yet most effective investments an organization can make. This article considers the benefits of job descriptions, and encourages employers to reconsider the too often neglected tasks of drafting, maintaining and utilizing these very valuable tools to help achieve the organization’s goals.
We recommend job descriptions that reflect all elements of a position. As jobs have become more encompassing, so too have job descriptions. We encourage our clients to include physical components of a job, such as bending or lifting, as well as mental and environmental specifications.
We include reporting relationships, so the level of responsibility is clear. If the employee has management responsibilities, it is critical to include this in the description. Being a manager brings its own set of requirements. For example, being able to delegate responsibilities properly is an important skill we would include in a description.
It is important to include licenses or other required certifications. From a legal point of view, we sometimes need to evaluate if the educational requirements are necessary for the job. We also list frequently neglected skills in a job description, such as ability to multi-task, set priorities, take ownership of assignments, communicate well with stakeholders, etc.
If there are metrics in a job that set specific performance standards, we would include these in a job description. The key is to emphasize expectations and accountabilities.
We encourage our clients to date their job descriptions and to revise them approximately once every two years.
The Hiring Process
Job descriptions serve as a critical hiring tool. This is where employers are likely to first notice the benefits of an accurate, specific job description. Detailing the duties of a particular position forces the employer to freshly consider the function of that position. Has the position changed recently? Do we need to change the education or experience necessary for the job? Does it make sense to keep all of these functions in one job?
Classifying employees as “exempt” or “non-exempt” is very important, especially for those positions that fall into the marginal areas where the status is not so clear. Various state Departments of Labor are scrutinizing employers and enforcing compliance with overtime rules. Therefore, having a well written and comprehensive job description that emphasizes those factors the government looks for will go a long way during an agency audit.
Also, the employer can review the job requirements to narrow the applicant search before the interviewing process even begins. Managers as well as HR recruiters can use a solid job description to outline the requirements of the position with candidates, and cover expectations of the position that the employer has for prospective employees. When a job is posted a summary of the job description can be excerpted for easy use. Additionally, a thorough job description can deter unqualified candidates from applying and quickly eliminate others during early consideration.