Job Descriptions How to Write Them Effectively. © Business & Legal Reports, Inc. 0606 Session Objectives You will be able to: Define the purpose of job.

Slides:



Advertisements
Similar presentations
DELEGATION AUTHORITY. Agencies Delegated: Classifications Classifications Hire Above Minimum Hire Above Minimum Temporary Salary Adjustments Temporary.
Advertisements

Pertemuan 6 Matakuliah: J0124/Manajemen Sumber Daya Manusia Tahun: 2007/2008 MODUL 6 Jobs (II)
Traditional Recruitment Practices Positive characteristics, rather than those things insiders find dissatisfying about the org, are communicated to outsiders.
© 2005 Prentice Hall Inc. All rights reserved.4–1 Key Terms Job TaskPositionJob Element Job Family.
Recruiting and Selecting the Best Employees
EFFECTIVE DELEGATION AND SUPERVISION
Job Descriptions Presented by: Peggy Accuardi Compensation 1.
The Sequence of the Job From Job Analysis to Performance Appraisal Job Analysis Job Specification Job Description Development Performance Appraisal Training.
OH 2-1 Defining Job Descriptions Human Resources Management and Supervision 2 OH 2-1.
Hiring, Training & Evaluating Employees
© 2010 Cengage Learning. Atomic Dog is a trademark used herein under license. All rights reserved. Chapter 4 Analyzing Jobs.
Job Analysis, Employee Involvement, and Flexible Work Schedules
JOB ANALYSIS AND HUMAN RESOURCE PLANNING
Interviewing Skills For Hiring Managers. © Business & Legal Reports, Inc Session Objectives By the end of this session, you will be able to: Recognize.
Prepared by: Dr. fatma Baddar King Saud university college of nursing Nursing administration & education Dep. mission, vision, goals, objectives, values,
Chapter 4 – Strategic Job Analysis and Competency Modeling
MANA 4328 Dennis C. Veit Human Resource Staffing and Performance Management “Beginning the Staffing Process” MANA 4328 Dennis C. Veit
Goals Explain how to determine staffing needs for a business. Describe options for recruiting employees. Identify alternatives to hiring permanent employees.
CHAPTER TWELVE: ORGANIZATION,RECRUITING AND STAFFING
Learning Objectives Discuss Job Requirements Explain Job Descriptions List Factors in Job Design.
Job Descriptions Training for Supervisors Reviewed April 2013
EMPLOYMENT RECORD RETENTION REQUIREMENTS Colorado does not have any laws requiring the preservation of employee personnel files. However, there are several.
20 November 2013 Job Descriptions & Analysis Jane Aubin Aubin Consulting Job Description & Organisation Specialist Job Descriptions.
Copyright © Houghton Mifflin Company. All rights reserved Chapter 11 Human Resource Management.
Hiring Legally. © Business & Legal Reports, Inc Session Objectives You will be able to: Identify requirements of fair employment laws Follow the.
Job Analysis Employer and Employee Perspectives. Strategic Importance of Job Analysis and Competency Modeling Job analysis and competency modeling are.
Employee & Organizational Development Position Description Questionnaire (PDQ) Review “The PDQ and YOU” Human Resources The University of Tennessee
SUPERVISING STUDENT EMPLOYEES August 13, 2002 Office of Human Resources Office of the General Counsel.
Writing job descriptions The Easy Way! 1. Why Job Descriptions? *Helps the HR department to determine the right pay range *Attract the right candidates.
Job analysis and Job description. Job analysis is the first step in job evaluation and requires investigation each job skills and personal attributes.
D2.LAN.CL10.03 Slide 1. Performance Criteria Element 1: Read and write English to recruit and induct new employees Slide 2 Write job descriptions for.
/0904 © Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Managing Non-English- Speaking Employees.
© 2013 South-Western, a part of Cengage Learning. All rights reserved. Chapter 9 | Slide 1 Chapter 9: Attracting and Retaining the Best Employees.
Module 6 Staffing the Salesforce Recruitment and Selection
The Job Description. Job Description Job Functions  duties and tasks that the employee is expected to perform in the position  essential or marginal.
JOB ANALYSIS.
Chapter 5 Job Analysis.
Chapter 15 Human Resources Management pp
OBJECTIVES, JOB TITLES, WRITING JD, FORMATS & PROFILING Job Description By: Arthur Gonzaga &Lane Joan Baay.
© 2012 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Grounds for Termination.
Preparing Job Descriptions. ADA Considerations The Americans with Disabilities Act does NOT require an employer to develop or maintain job descriptions.
Effective Leadership and Management in Nursing CHAPTER EIGHTH EDITION Recruiting and Selecting Staff 15.
Human Resource Management, 8th Edition
Chapter 3 1 A Sample Selection System Applications and background checks Employment tests Interviews References and recommendations Unqualified Qualified.
5 Chapter Five Employee Testing and Selection.
Human Resources: Objectives 1. Describe work environment of desired career positions 2. Relate environments to hiring policies and procedures. 3. Describe.
Human Resources Management. Roles of the Human Resources Department Human resources planning and analysis Equal employment opportunity practices Staffing.
PAD214 INTRODUCTION TO PUBLIC PERSONNEL ADMINISTRATION
Why do we need them???. Objectives of our unit Understand how the job description process works Know the legal ins and outs of writing job descriptions.
4/00/ © 2000 Business & Legal Reports, Inc. BLR’s Human Resources Training Presentations Interviewing Skills.
Attracting and Retaining
© BLR ® —Business & Legal Resources 1408 Performance Goals How Goals Help Supervisors Manage Employees More Effectively.
1 Administrative Office Management, 8/e by Zane Quible ©2005 Pearson Education, Inc. Pearson Prentice Hall Upper Saddle River, NJ Job Analysis Chapter.
© 2005 Prentice Hall Inc. All rights reserved. PowerPoint Presentation by Charlie Cook The University of West Alabama t e n t h e d i t i o n Gary Dessler.
CHAPTER 3 – JOB ANALYSIS. KEY CONCEPTS AND SKILLS ➲ Define job analysis ➲ Reasons for conducting job analysis ➲ Types of information required for job.
 HR management is about helping the entire organization understand & manage its people.  HR management consists of planning, attracting, developing,
JOB DESCRIPTIONS 1. Overview Regardless of the size or complexity of an organization, good job descriptions are vital management tools and important documents.
Unit 17: Supporting recruitment and selection procedures.
Job Analysis (Session Four) Jayendra Rimal. What is Job Analysis & its Uses The procedure for determining the critical knowledge, abilities, skill and.
Manager: Interviewing Within the Law Manager Information.
EFFECTIVE DELEGATION AND SUPERVISION
Job Descriptions Training for Supervisors. ©SHRM INTRODUCTION Job descriptions can be very useful to employers, employees and job applicants when.
Making the Most of Job Descriptions S. Lorrie Ray, Esq.
Task 4 – Writing a Job Description
The Medical Assistant as Human Resources Manager
Attracting and Retaining the Best Employees
HIRING IN PUBLIC SCHOOLS
Human Resource Management, 8th Edition
Chapter 5: Developing Job Expectations
Presentation transcript:

Job Descriptions How to Write Them Effectively

© Business & Legal Reports, Inc Session Objectives You will be able to: Define the purpose of job descriptions Identify the key elements of an effective job description Gather and organize necessary information Write complete, accurate, and objective job descriptions Help us comply with employment laws

© Business & Legal Reports, Inc Session Outline Compliance with employment laws What job descriptions are and why they are important Key elements of an effective job description Guidelines for writing effective job descriptions

© Business & Legal Reports, Inc Legal Requirements ADA FLSA Equal Pay Act

© Business & Legal Reports, Inc Legal Requirements (cont.) Title VII Age Discrimination in Employment Act Occupational Safety and Health Act State law

© Business & Legal Reports, Inc What Are Job Descriptions? Brief written statements that: Define main objective and essential functions Describe duties, skills, efforts, and responsibilities State required education and experience

© Business & Legal Reports, Inc Why Are They Important? Clarify who is responsible for what in the organization Help employees understand their responsibilities Assist you in making good hiring decisions and determining training needs

© Business & Legal Reports, Inc Why Are They Important? (cont.) Help in recruitment efforts Help us analyze and improve the organization Aid compliance with employment laws Provide a basis for job evaluation, job classification, and wage administration

© Business & Legal Reports, Inc Common Problems Exaggerate or downplay importance of job Fail to pinpoint critical job elements Ignore decision-making aspects of job

© Business & Legal Reports, Inc Common Problems (cont.) Fail to focus on behavior Describe qualifications not really needed for job success

© Business & Legal Reports, Inc Job Descriptions: Basic Issues Questions?

© Business & Legal Reports, Inc Elements of a Job Description Job identification Job summary Essential functions Accountabilities Job specifications

© Business & Legal Reports, Inc Job Identification Job title Source for job titles

© Business & Legal Reports, Inc Job Identification (cont.) Job code Other job identification information

© Business & Legal Reports, Inc Job Summary Start with an action word Explain the job’s major functions Explain the job’s purpose

© Business & Legal Reports, Inc Essential Functions Define the essential job duties Use behavioral language Focus on functions rather than means

© Business & Legal Reports, Inc Essential Functions (cont.) Target outcomes rather than activities Be specific

© Business & Legal Reports, Inc Accountabilities End results Standards of measuring performance Delegated authority Employee’s superior

© Business & Legal Reports, Inc Job Specifications Skill Effort Responsibility Working conditions

© Business & Legal Reports, Inc What Doesn’t Belong Negative statements Generalized statements Abbreviations Occasional or temporary duties

© Business & Legal Reports, Inc Job Descriptions & ADA ADA requirements Define essential job functions

© Business & Legal Reports, Inc Job Descriptions & ADA (cont.) Include essential criteria only Be open-minded about the “how”

© Business & Legal Reports, Inc Job Description Elements Questions?

© Business & Legal Reports, Inc Format Length Layout Multiple formats

© Business & Legal Reports, Inc Guidelines for Writing Choose your words carefully Begin each sentence with an active verb Be specific Qualify whenever possible

© Business & Legal Reports, Inc Guidelines for Writing (cont.) Include essential information only Describe the desired outcome Focus on essential activities Refer to job titles rather than people

© Business & Legal Reports, Inc Gathering Information Job analysis Questions to ask

© Business & Legal Reports, Inc Organizing the Information Sequence of operations approach Major duty approach Relative importance approach

© Business & Legal Reports, Inc Key Points to Remember Job descriptions describe the purpose, essential functions, and specifications of a job They help employees understand responsibilities and help you make good hiring decisions and determine training needs They help us comply with employment laws

Feedback: Privacy Policy Feedback
Do Not Sell My Personal Information
About project: SlidePlayer Terms of Service

© 2024 SlidePlayer.com Inc. All rights reserved.