Why a Job Description is vital for the broader contribution of the employee.
What is a Job Design?
“Job design specifies
the contents of jobs in order to satisfy work requirements and meet the
personal needs of the job holder, thus increasing levels of employee
engagement” (Armstrong, 2014, p. 74)
A job description will best be thought of as a blueprint of the position within the organization. It outlines the essential duties and responsibilities that are expected of the employee and therefore the basic purpose of the work the employee is expected to perform. It more defines accountability in an organization, that helps to prevent overlap of duties and assigns task responsibility.
If the HR management reflects the Job design within the context of personnel as a “cost” to the business, the organization will fail in the employee’s good motivation towards the organization. Job designs were used to minimize the time and motion and establishing the most efficient methods. So the management of the organization needs to amend the budget to the business in Job design.
· Scientific management: Time and
motion studies (The management might minimize the time and to maximize the work
time, thus less variety of activities in less time)
· Fordism: Increased division of labour
(Specializing the employee in one work, thus minimum time taken for the job
task)
A good Job description
is not solely as a valuable aid in the Job recruiting process, however as an overview
for reporting relationship and working conditions. A well-crafted Job
description can also be used for;
Performance Management: Will use it to line measurable performance goals based on duties in the job description, and then coach employees to fulfill these goals as needed.
Training and
employee development:
Will use employee job descriptions, along with descriptions of possible job
promotions, as incentives for employees to pursue categories, seminars and
other career development activities.
Compensation: Job descriptions will be useful in
developing a standardized compensation program with minimums and maximums for
each position.
Recognition and
rewards: Will use
the job descriptions as a baseline for performance, and as a tool to encourage
employee performance "above and beyond" the job description in order
to receive recognition and rewards.
Discipline: Will use the job description to
illustrate that an employee isn't adequately performing job functions.
Return-to-work
programs: Will
prepare for light or modified duty options to allow for a smoother transition
from an employee' compensation injury or leave.
When it comes to job
description, flexibility is that the key. It is going to be knowing produce
more generic job descriptions that
emphasize expectations and accountabilities, instead of specific tasks, thereby
encouraging employees to focus on results instead of job duties. A more
wide-ranging job description is also easier to maintain--it does not need modification
with each minor modification in duties.
References;
Marie, G. and
Brian H., (2005) How to Write Job Descriptions Effectively, Management
Research News, Vol. 28 Issue: 8, 48-54.
Brannick, M.
T., Levine, E. L., & Morgeson, F. P. (2007) Job and WorkAnalysis:
Methods, Research and Applications for Human Resource Management. Thousand
Oaks, CA: Sage Publication
Armstrong, M. (2014), Armstrong’s
Handbook of Management and Leadership for HR. 4th edition.
London.
As a HR Manager how to write a good JD? Use a clear job title, Speak directly to candidates, Describe tasks, Sell your job, Sell your company, And What to avoid when writing job descriptions: Discrimination, Asking for too much, Negativity, Forgetting about structure, Being mysterious. (Want more details pls refer https://resources.workable.com/tutorial/how-to-write-a-good-job-description)
ReplyDeleteGood article Apsara. I would like to add some details to your article.
ReplyDeleteEvery employee must be provided with his job description as to how to perform his duties, limitations or boundaries in his duties, to whom he has to report and answerable, code of conduct, punctuality and discipline and safety procedure that is to be followed in case of Performing hazardous jobs.
and organizations create Job description to derive the following benefits:
1. It helps in grading and classification of job
2. It helps in placement and orientation of new employees
3. It helps in promotion and transfer of new employees
4. It helps in developing work standards and counseling of employees
5. It helps in defining and outlining career path
6. It helps in work measurement and work improvement
7. It helps in health and fatigue study
8. It helps in vocational guidance of employees
9. It helps in avoiding accidents
10. It helps in the grievances procedure of employees.
A job description is important for both employee and employer. It gives a clear idea what is expected from the employee.It is important to update and review the job description regularly. A job description will ensure selection of the best candidate, the organizational expectations are met, promote productivity, support employee engagement, and limit liabilities.
ReplyDeleteA detailed, up-to-date job description benefits the employer, the employee and the business by providing structure and clarity. It also forms the basis of interview questions that will help the employer to identify the most suitable candidate and thus avoid a bad hire.
ReplyDeleteHaving job descriptions in place is a good start to avoiding being in a situation where your employees are not fulfilling their duties. A job description helps set clear expectations with your employees at the outset of their employment about what is expected of them.
ReplyDeleteIt all starts with when you are recruiting staff, as your job advert needs to clearly outline what the job entails and what you need the person to be able to do so that both you and the applicants understand the job role. You can, therefore, use this are the starting place for your job description, as the outline details which define a person’s role and accountability are already there.
A job description is an essential part of the job application process as, with the right information, it should help applicants to determine whether the role is in line with their skill set and whether it is a job they actually want to do.From the organisation’s perspective, the job description is vital in ensuring that the applications received for the position closely match the needs of the role itself.
ReplyDelete