Job Description for the Strategic HRM in Industrial Enterprise

Job descriptions have become extremely important marketing pieces for companies. A well written job description can save companies time, especially their human resources department. Companies can take a well written job description and post it on their website for when they have positions open. This job description will limit the number of phone calls they receive with questions. Most job seekers now know to check a company's website to look for job descriptions when seeking work.

Job Description Function

A job description explains the skills needed for a job and the tasks the job includes on a daily basis. Job descriptions help protect the employer from potential lawsuits by explaining the skills an employee must have to be hired. If an employee fails to display the required skills, a job description can be used as a defense against discrimination complaints.

Job Description Features

A well written job description should give a good overview of the job itself. It should list the daily activities that are part of the job that the applicant is applying for. Along with this it should list activities that the job encompasses which are done on a less frequent schedule. A job description should also explain where the position falls in the companies chain of command. This includes who the applicant would report to as their direct supervisor. If the position involves supervising other employees, the job description should list how many people the applicant would be responsible for supervising. Most job descriptions will include the phrase "and other duties as assigned" indicating there will be other job responsibilities not included in the job description.

Job Description in an Industry by HRM

1. Job title The first fundamental element of the job description is the job title. A good job title will have the following qualities: It accurately reflects the nature of the job and the duties being performed It reflects its ranking order with other jobs in the company It does not exaggerate the importance of the role It is free of gender or age implications It is generic enough that it can be compared to similar jobs in the industry for the purposes of equity in pay and conditions It is self-explanatory for recruitment purposes (in most online job searches, the job title is the main keyword searched). An example of a good job title is Parking Inspector. An example of a bad job title for the same position would be Council Enforcement Officer. This title gives you no indication of what is being enforced. In this case, the word parking would be a mandatory requirement in the job title. 2. Duties The job description should contain a list of the duties and responsibilities associated with the role, along with the amount of time expected to be dedicated to each task. This should be represented as a percentage (i.e. filing 20%, data entry 40% etc). Descriptions of duties should be no more than two or three sentences in length and should be outcome-based, containing an action, an object and a purpose (eg compiles monthly reports to allow monitoring of the departments budget). The list of duties and responsibilities will vary in length, but as a rule, should be as short as possible, otherwise the document becomes an operational manual rather than a job description.

Roles in smaller companies (eg office manager) may have more tasks associated with them, due to their all rounder nature, but you should still aim to keep your list to around fifteen tasks and preferably less. 3. Skills and competencies Skills and competencies should be listed separately from each other, as they are two quite separate things. Skills are activities the candidate can perform based on what they have learned in the past, or from qualifications they have obtained. Competencies are the traits or attributes you expect the candidate to display in the role. An example of a skill is the ability to give effective presentations. It is a skill that can be learned through study and practice. An example of a competency, on the other hand, is strong communication, which is an innate characteristic displayed by a person. The modern trend towards competency-based job descriptions means extra weight is given to behavioral competencies such as leadership, teamwork, flexibility, communication and initiative. 4. Relationships It is important to include reporting lines and working relationships in your job description. Reporting lines clarify the responsibilities of the position by showing who the candidate reports to and who reports to them. This is important, not only in relation to compliance issues, but also to give the candidate an insight into the hierarchical structure of the organisation and how their position fits into it. Working relationships are the people and departments the position requires the candidate to work closely with. It is a good idea to give an indication of the size of such departments and the extent of interaction. An organizational chart is a good way to represent relationships in a job description, with vertical lines between boxes demonstrating reporting lines and horizontal lines showing working relationships. 5. Salary Rather than assigning a particular salary to the position, work out a salary range to include in the job description that is competitive with similar positions in other organisations and allows for variations in education and experience. Obviously, this would need to be updated from time to time, in line with changing pay scales.

A good job description is much more than a laundry list of tasks and responsibilities. If well written, it gives the reader a sense of the priorities involved. It not only provides a clear picture of the position for potential candidates, but is also a useful tool for measuring performance and a vital reference in the event of disputes or disciplinary issues. So, the more accurate you can make a job description upfront, the more useful it will become in the future.

Job Specification for the Industrial Enterprise

Job specification where we explain the qualities required by people applying for the job. Job specification as a statement of minimum qualification that person must possess to perform a given job successfully. Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. Job specification is derived from job analysis. While the job description describes activities to be done, it is job specifications that list the knowledge, skills, and abilities an individual needs to perform a job satisfactorily. It is important to note that accurate job specifications identify what KSAs a person needs to do the job, not necessarily what qualifications the current employee possesses. Job specifications define the characteristics of the activities associated with the job and given in the job description. They describe the skill sets and qualifications that a candidate for the job should possess. Without proper job analysis by the human resources department, it is difficult for any organization to remain competitive and be able to attract and retain talent.

Components of a Job Specification

Experience: Number of years of experience in the job you are seeking to fill. Number of years of work experience required for the selected candidate. Note whether the position requires progressively more complex and responsible experience, and supervisory or managerial experience.

Education: State what degrees, training, or certifications are required for the position.

Required Skills, Knowledge and Characteristics: State the skills, knowledge, and personal characteristics of individuals who have successfully performed this job. Or, use the job analysis data to determine the attributes you need from your ideal candidate. Your recruiting planning meeting or email participants can also help determine these requirements for the job specification.

Job Specification in Industrial Enterprise

This sample job specification for a human resources director provides an example of a job specification. This sample job specification for a human resources director describes the requirements for the appropriate person for your role. The job specification includes education, experience, characteristics, skills, knowledge, and an overview of the job requirements. The following requirements (job specifications) were determined by job analysis and derived from the job description as crucial for success in the human resources director role. The successful candidate for the human resources director position will possess these qualifications. Experience - Human Resources Director: 7-10 years of progressively more responsible positions in human resources, preferably in a similar industry in two different firms. Experience supervising and managing a professional staff.

Education - Human Resources Director: Bachelors Degree in Human Resources, Business, or a related field required. Masters in Business or Human Resources Management or a related field preferred. J.D. a plus. SPHR designation will receive consideration, but is not required. Required Skills, Knowledge and Characteristics - Human Resources Director: These are the most important qualifications of the individual selected as the human resources director. Strong effective communicator in writing, business presentations and in interpersonal communication. Highly developed, demonstrated teamwork skills. Demonstrates a high degree of confidentiality and unusual common sense. Able to direct the efforts of a team of diverse human resources professionals. Demonstrated ability to increase productivity and continuously improve methods, approaches, and departmental contribution while being cost-sensitive. Commitment to continuous learning. Expert in employment law and employee relations and communication. Demonstrated ability to see the big picture and provide useful and strategic advice and input across the company and on the senior executive team. Ability to lead in an environment of constant change. Experience working in a flexible, employee empowering work environment. Structured or large company experience will not work here. Familiarity and skill with the tools of the trade in human resources including HRIS, Microsoft Office suite of products, file management, and benefits administration.

Experience in organization development and change management. Experience in multiple locations and globally is a plus. High Level Overview of Job Requirements - Human Resources Director: The selected human resources director must be able to perform effectively in each of these areas: Guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. Overall talent management strategy including workforce planning; recruiting; hiring; training and development; performance planning, management, and improvement; and succession planning. Organization development, change management initiatives, and company-wide environment for employees. Oversee employment law compliance and compliance to regulatory concerns. Demonstrated proficiency in policy development, documentation, and implementation. Oversees employee safety, welfare, wellness and health. Responsible for community outreach and communication, and charitable giving. Managing external employment agencies, recruiters, and temporary staffing agencies. Analysis of the effectiveness of all human resources efforts.

Conclusion

The success of an organization largely depends upon the team of workers put to work in an industry and therefore skilled and qualified workers should be recruited. Recruitment is the first in the employment process with aims at developing an maintaining the adequate man power resources upon whom the Organization can depend when it needs additional employees. Recruitment is a process of searching for the prospective employees and stimulating them to apply for jobs in organization. Recruitment is the development an maintenance of adequate manpower resources. It involves the creation of a pool of available labor upon whom the organization can depend when it needs additional employees. So it stimulates the prospective employees to apply for job and then it makes the choice possible.