JOB SPECIFICATION & JOB DESCRIPTIONS

SOURABH SHARMA 019 BBA(MOM)

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JOB

Click to edit Master text s Second DESCRIPTIONSlevel Third level Fourth level Fifth level

Summarize tasks and responsibilities Identify required knowledge, training, skills, and experience Summarize optional desirable knowledge, training, skills, and experience Indicates supervisor or position in organization

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Click to edit Master text styles Second level Third level DESCRIPTIONS MAY BE USED FOR: Fourth level Fifth level

Advertising a position Hiring into a position Allocating tasks in a strategic plan Deciding about compensation Making performance reviews
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DESCRIPTIONS INCLUDE: 1

Job title
Click to edit Master text styles Job tasks Second level Third level Special Skills required Fourth level Fifth level Education needed

Work experience needed

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DESCRIPTIONS INCLUDE: 2

Special job requirements Possible salary and benefits Click to edit Master text styles
Second level Third level Fourth level Fifth level

Submission information Contact information

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DESCRIPTIONS AVOID: 1

Age
Click to edit Master text styles Second level Third level Fourth level Fifth level

Sex Race Religion

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DESCRIPTIONS AVOID: 2

Click to edit Master text styles Second level National Origin Third level Fourth level Sexual Orientation Fifth level

Ethnicity

Marital Status

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DESCRIPTIONS AVOID: 3

Disability/Health Dependent Care Click to edit Master text styles Responsibilities

Second level Third level Fourth level Fifth level

Unnecessary criteria

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DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 1

Check prior descriptions Have incumbent make notes, diary, selfdescribe job Interview incumbent Interview co-workers Interview supervisor
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DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 2

Interview clients Use job description instruments Consult Dictionary of Occupational Titles Consult Index of Standard Industrial Classification Get Reviews of Draft Descriptions
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DEVELOPING JOB DESCRIPTIONS: GUIDELINES: 1

Focus on facts List important behaviors List essential tasks Identify special skills Describe education, experience, credentials needed
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DEVELOPING JOB DESCRIPTIONS: GUIDELINES: 2

Summarize position in organization and supervisor Dont use to change positions Dont use to punish people Do use to treat people appropriately Do use to assign tasks appropriately
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JOB DESCRIPTIONS: LEGAL CONSTRAINTS

FLSA, exempt and non-exempt employees EPA, justification for pay differentials CRA, job related requirements OSHA, warning of dangers or distasteful elements ADA, identification of essential functions
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HUMAN RESOURCE PLANNING: STRATEGIC PLANNING FOR JOBS

Strategic plans identify job positions needed Plans allow comparing needs with availability Plans allow anticipating changes in needs and what is available Plans identify appropriate human resource actions for job shortages and surpluses

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HUMAN RESOURCE PLANNING: STRATEGIC ACTIONS

Shortagerecruitment, upgrading, job enrichment Surplusrestricted hiring, working hours; increased retirement, contracted layoffs, rightsizing, outplacement Equilibriumtraining to maintain and upgrade skills and retain workers, job enrichment
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