Job Description
The main purpose of the recruitment and selection process is to bring into the organization the best fit for the position. Job description is one of the tools used in the Job Analysis.
The job description is useful to explain the scope, purpose, duties and responsibilities of a specific job.
Job Description
Job Identification Job Title Director of Recruitment and Compensation Department Human Resources Location Athlone
Relationship with others Reports To The Vice President of Human Resources
Job Content o Purpose o Main Tasks Major Functions:
• Develop, implement and evaluate compensation and recruitment programs and services.
• Provide leadership to ensure programs and services are successfully delivered through
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• Ensure programs and services meet the needs of the organization.
• Plan programmes and services within budgetary constraints.
• Work with Information Systems to develop and implement HR Information Systems and Software. The nature of work and job scale section contains 3 parts: Major Functions, Challenges and Specific Responsibilities. It is a great way to define the Job content and the performance standards/objective, but it contains too many repetitive sentences. At the end, these parts could be summarized in one section.
In the major function the outline of the main tasks would be enough and get more specific definition on the specific responsibilities section.
The challenges stated are
Working Condition Normal working hours will be 8am – 5pm Monday to Friday. As this is a senior position the appointee will be required to work such additional hours as are required for the successful execution of the post without additional payment. Frequent travel may be required between the Athlone, Dublin and Cork offices. It is not said if any of the work conditions are negotiable, for instance, the working hours, or whether the travel costs can be reimbursed or
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The fourth column contains our opinion of the job description.
The job description shows a wide and various range of tasks that the candidate must be able to do, and indeed the requirements are particularly specialised and appropriate for this job. It seems a very demanding and high-expecting job.
The inaccuracy of the job description could seriously damage the effectiveness of its aim. This means that this job description could attract many people who will probably fit with the requirements of the job description, will then ask about the information that has not been provided and try to negotiate new terms and conditions, and therefore they might refuse the job offer or be discarded. This will cost time and money to the company.
Person Specification A person specification essentially describes the ideal person for the job. It provides a detailed description of the qualifications, knowledge, specific skills and aptitudes, experience and personal attributes that are required to do the job effectively. It also helps to decide where to concentrate a search and the effort of advertising. The person specification must match the job description to attract the most suitable potential candidate. (Gunnigle, P., Heraty, N. and Morley, M. (2011). Human resource management in Ireland. Dublin: Gill &
If I were to conduct a job analysis in a company with no job description, I would follow two steps to assist in the creation of a description. My first task would be to ask the supervisor what the job title is, the purpose of the position, and who the employee will be reporting to, as mentioned in the job description handout. My second task would be to go on O*Net to obtain the specific details of the occupation; such as skills,
hours, such as nights, major holidays. Careful inquiry should be made at the outset of a
A job analysis a great way to analyzed whether or not the individual is fit for the position. By creating a questionnaire that relates to the daily tasks for the position will narrow done the selection process into a smaller portion. The information given from the Job Analysis is also used to create a Job Description and Job Specification. “Job description identifies the tasks, duties, and responsibilities. The “job specification list the KSAOCs that individuals need to posses to perform a job successfully”(Pynes, 2013). After an individual is hired we must train that individual with the proper format in order for them to understand the concept of work. In this process I will develop a training program that includes all the organizations policies, procedures and daily tasks.
A job description is simply a lis of responsibilities and functions that are required in a particular position. The original job description for te analyst positions was lenghthy but incomplete. As we discussed the form, we discovered it was possible to shorten the document and include pertinent information...
a job description must be signed by the employee holding the said position, employee’s supervisor/manager and the Vice President of Human Resources. A copy of the signed job description will be given to the employee for their personal files.
b. The duties include the major work functions to be accomplished; the quantity of work aspect is determined by the balance of those duties. Level of responsibility relates to the independence of the incumbent and to where the position will be placed in the organization hierarchy. Other aspects of job design include, when the individual will carry of responsibilities, the order of tasks, competencies the individual will need to perform the job, and training the individual will need to do the job and so
An employee should be familiar with the job description as well as the performance appraisal procedures before being evaluated. A rater can always reference the job description for the basis of a review and an employee can reference the job description if they feel as though they are being rated unfairly (McNamara, 2010). Both are vital as the job description allows for the employee to understand what is expected of him or her and the performance review states whether the worker fulfilled those expectations asked of him or her.
Job Description is an essential paper, which is generally illustrative in characteristics and contains a declaration of job R...
According to Noe (2012), most experts believe that the most important human resource decision makes by a leader is deciding who to hire. Manager manages the recruitment and selection process. Selection for the best candidates for the job is very important in an organization because the performance always depends on employees, the recruiting and hiring is costly and the legal obligations like mismanaging hiring has legal consequence. The main aim of employee selection is to achieve person-job fit which is identifying the knowledge, skills, abilities (KSAs), and competencies that are central to performing the job. The objective of effective selection is to decide who the right people are, by matching individual characteristics (ability, experience, and training) with the requirements of the job (DeRue & Morgeson, 2007; Kristof -Brown, Zimmermam, & Johnson, 2005). The manager will do checking for reliability and validity of the interviewer. In PPNJ Poultry & Meat Sdn Bhd, the people who manage the recruitment and selection process is the Human Resource department or staffs.
The position of human resources (HR) generalist job description includes practices, knowledge, and experience future candidates have to know and apply. Actually, HR generalists are very important workers in the company, since they made part of the well development of a company (Martin, 2016). Therefore, this paper will highlight the most important elements this position, HR generalists, required.
Selection is an integral part of every organizations functioning, as it is the process by which suitable individuals are chosen, from a pool of applicants, of whom HR officers predict will most successfully perform within their job, as set out in the job description and person specification [Torrington, et al., 2002: 188]. While the duration and method of the selection process is versatile and may vary depending on the type of job and type of organization, there tends to be a common 5 stage process by which individuals are chosen. Using current HR models and economic theory on job description and person specification, this essay will examine the main characteristics of the selection process and how these are applied in organizations, such as “Lloyds TSB,” “ScottishPower,” and “Enterprise Rent-A-Car.”
One of the most important decisions that manager’s often have to make involve people. These “people decisions”, hiring someone or assigning someone to a job, require the practice of five steps. The first step is thoroughly thinking through the assignment. Once the specific assignment is recognized one can look at several different qualified people. Drucker says, “in order to find the best candidate one must take into account at least three to five candidates” (310). Then the performance records of these candidates must be analyzed and discussed with past employers or co-workers. Once a candidate has been chosen they must fully understand their assignment. It is the manager’s responsibility to make sure their subordinate has all the information needed to complete their assignment.
To conclude, recruitment and selection process is all about finding and hiring the right person for the right job position. Selection is the process of conduction interviews and different tests, then choosing the most suitable applicant for the job. Recruitment and selection process is recruiting the right person for right job through different of tasks.
Therefore, human resource professions plan in a way by understanding the requirement needed to handle task of a particular department. Therefore, giving job description is essential where essential skills and requirement that a candidate need to have must be given. Besides, person specifications are also important to know the experience and qualities within a person (Wright et al. 2014). After recruiting the candidates they are screened and selected to come up in next level where interview will be conducted among the selected candidates. In addition, training is an important element that groom up the candidates according to the roles and responsibilities they will be conducting as an organisation
Once a position becomes available, a job analysis is then forwarded to HR so a job description can be posted. A job analysis establishes the requirements of the job that is being filled or created. A job analysis focuses on work activities, human behaviors, performance standards, job context, machines, tools, equipment and work aids, etc. A well-written job description will communicate the company's direction and how the employee fits into the organization. However, the problem with that is sometimes it is written too well and it scares some applicants away by the wording.