Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy can not be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. This helps both employer and employee understand what exactly needs to be delivered and how. Show
Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard.  Though preparing job description and job specification are not legal requirements yet play a vital role in getting the desired outcome. These data sets help in determining the necessity, worth and scope of a specific job. Job DescriptionJob description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent. It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it. Purpose of Job Description
Job SpecificationAlso known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. Purpose of Job Specification
Job description and job specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and analyze training needs and measuring the worth of a particular job. Authorship/Referencing - About the Author(s)
What is a job description, and what does it have to do with you as a job seeker? The seemingly simple document has a big purpose in the overall hiring process, in defining the roles of employees, and in helping with evaluations. Understanding the job description meaning gives you valuable information you can use during your job search. Job Description DefinitionA job description is a statement that outlines the specifics of a particular job or position with a company. It goes into detail about the responsibilities and conditions of the job. Companies typically perform a job analysis that looks at the job in depth to create a comprehensive description of what the job entails. How Employers Use Job DescriptionsDuring the hiring process, a job description defines the role of the position and the ideal candidate to fill it. The job description helps target recruitment to reach the ideal candidates with a thorough description that makes the job sound tempting. Hiring managers can use it to weed out applicants when choosing candidates for interviews. At the interview, the points in the description can serve as the basis for questions. In the HR department, job descriptions aid in plan and implementing training. By looking at job descriptions, HR professionals identify the key skills that employees need, and then they cover those specific topics in training sessions. The training needs might apply to specific roles, specific departments or the entire company. Job descriptions help HR determine who needs each type of training. The details in the job descriptions may become checkpoints on employee evaluations. Supervisors use the duties and responsibilities as a guide for determining how well the employee performs. Likewise, the job description can come in handy when employees and their supervisors create goals or development plans. How Job-Seekers Use Job DescriptionsIf you're looking for a new job, you'll probably spend a lot of time looking over job descriptions. The statement indicates whether a potential job is interesting and aligns with your goals, interests, skills and preferences. It shows you what the company expects and whether you fit the qualifications for the job position you're considering. You can use that information to tailor your application materials to what the company wants and prepare for potential interview questions. By studying the job description, you can compare the position to similar jobs to see how the responsibilities, salaries and benefits stack up. You start to get an idea of the industry standards for the type of positions you're considering. Information in job descriptions can help you negotiate when you receive a job offer because you have supporting details showing what's common in the industry. Basic Components of a Job DescriptionThe job description definition is standard, but the look of a job description can vary significantly. Many elements are the same, whether you're describing a line cook position with no experience required or a brain surgeon position requiring years of schooling and experience. Common components of a job description include:
Not all components apply to every job. An entry-level position won't have any supervisory responsibilities, for example. A desk job may not have any special circumstances or harsh working conditions. Limitations of Job DescriptionsJob descriptions are useful for the company, employees and job applicants, but they have some limitations. If the company doesn't perform a thorough job analysis or includes little detail, the document doesn't provide much guidance. It can also be challenging to capture every aspect of a job in a single statement, so sometimes you may not fully understand the impact of taking the job. Another problem is keeping up with change within the role. As a company grows or changes, the jobs within that company may change. Because a job description is written based on the job analysis at a particular time, it can become outdated. To keep job descriptions as accurate as possible, companies need to revisit and update them when things change. What is job description with examples?A job description summarizes the essential responsibilities, activities, qualifications and skills for a role. Also known as a JD, this document describes the type of work performed. A job description should include important company details — company mission, culture and any benefits it provides to employees.
How do I write a job description?How Do You Create A Job Description?. List An Accurate Job Title. ... . Write A Summary Overview of The Job. ... . List The Job Responsibilities And Duties. ... . Explain in Detail What Success Looks Like. ... . Include Who The Position Reports To. ... . State the Salary Range. ... . Have A Colleague Look It Over For Any Errors.. How do you write a job description for one sentence?HOW TO WRITE A ONE-SENTENCE JOB DESCRIPTION. STEP ONE: Get specific about WHO you're helping. ... . STEP TWO: Get specific about what you hope they will have or get as a result of what you do for them. ... . STEP THREE: Brainstorm a verb that describes the method you use to serve your clients. ... . STEP FOUR: Put it all together.. What is the difference between a job description and a duty statement?Job descriptions aid in maintaining a consistent salary structure. Performance evaluations may be based on job descriptions. Well written duty statements contain action words which accurately describe what is being done.
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