Job Description



[Instructor's Name]

Job Description

Introduction

The human resource management is responsible for obtaining and coordinating people in an organization, so that the organization can achieve its objectives and targets. The human resource management is more than a cornerstone of the company's performance. Management issues of skills, recruitment, remuneration, or even involvement of its employees move to the center of the concerns of employers. Human resource department plays a significant role in solving issues of the company in terms of its work force. Similarly, job design and analysis are the fundamental processes to which the majority of HR activities relate (Wright 1999: 457).

In this paper, we will be discussing job design and analysis and that how human resource handles the designing and analyzing of tasks performed by employees.

Job Description

The job description is of great importance for individual satisfaction, motivation and performance levels. Since, the design of the job has to do with the characteristics, roles and purposes of the job; it has a close relationship with the job analysis, which can profoundly influence employee productivity and quality of life. Unfortunately, the influence can be negative, for example, when boredom gives rise to the employee, absenteeism, sabotage and similar behaviors. Therefore, job description of the workplace should include several key features, including the following (Weinert 2001: 1472):

Skills and abilities: the degree to which a job requires carrying out various activities to perform the work, involving the use of a set of skills and different characteristics of the person.

Significance of the position: the degree to which a job has a substantial importance for the lives of others, within or outside the organization.

Tasks: the degree to which a job requires making “whole” identifiable work, i.e. the job must be done from start to finish, with a visible result.

Autonomy: the degree to which a job provides freedom, independence and discretion to the person to schedule work and determine the procedures by which they take place.

Knowledge: position specific elements, such as communication, decision making, analysis or processing of information.

Tools and technology: the task of job requires advanced level of knowledge about tools and technology that make the work done effectively.

Physical elements of the position: position specific elements such as lighting, colors, sounds, speed and location.

Purpose and Importance of Job Analysis

The job analysis helps to make various decisions relating to HR such as recruitment, promotion, performance evaluation and other activities and functions. Analysis of the job is important because it provides the basis for the establishment or re-evaluation of the following general topics concerning the organization (Stockard 1977: 5):

Organizational structure: it helps to decide how to divide the total set of tasks of the organization into units, divisions, departments, work units, and teams.

Structure of jobs: it helps to decide how the work should be grouped in individuals and teams.

Extent of authority: it helps to understand how authority is distributed in terms of decision making.

Extent of control: it helps to report lines of an organization, and the amount and type of people who are under a manager ...