There in no standard format to use in writing a description of a job. If we want to make a effective job description then needed to follow that which are in below,
- Job identification
- Job summary
- Responsibilities and duties
- Standard of performance
- Working conditions
There are some features of the job description which are mentioned in this post. I hope the presence of these features makes a job description program success. Some important features are listed below:
- Title of job
- Alternative title
- Name of the department
- Name of the sub department
- Name of the branch
- Brief description of work
- Limitations of jobs responsibilities
- Training activities
- Relationships between jobs
- Supervisory facilities
- Working conditions
- Concept about the jobs
- Physical and mental abilities
- Methods of job comparison
The job description is one of the most important outputs of the job analysis. The job description comes in a wide variety of forms, but whatever the form, it attempts to provide what it is title states statements of facts that describe the job. Job description is a written statement of what the jobholder does and how it is done or why it is done. Many authors have defined job description as follows: Continue reading
Work Activities: Collection of information about the job’s actual work activities, such as cleaning, selling, teaching or painting
Human behaviors: The specialist may also collect information about human behavior like sensing, communicating, deciding and writing.
Machine, tools and equipments: The category Continue reading
The Job analysis involved to collecting all about of job performance in an organization. So that, the data collected should be clearly discribe what is required to perform a specific job.
At first needed to defined about knowledge I mean which degree is required for a job.
Secondly needed to explain the skills for needs adequate performance on tasks requiring the use of tools, equipment and machinery.
At last needed to describe the abilities, it refers to the physical and material capabilities to perform tasks not requiring the use of tools, equipment and machinery. Further, where the job is completed must be considered.
Job analysis involves the identification and description of what is happening on the job. It is the procedure for determining the duties & skill requirements of a job and the kind of person who should be hired for it. Many authors have defined job analysis as follows:
Edwin B. Flippo has defined, “Job analysis is the process of studying and collecting information relating to the operation and responsibilities of a specific job”. Continue reading
Each organization has an extensive range of motivation tools. These tools can be divided into-
The Financial and Non-Financial tools are in below. Continue reading