Job Description.docx - WK 2 u2013 ASSISNGMENT JOB...

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WK 2 – ASSISNGMENT JOB DESCRIPTIONMarsha JonesBUS303-HR MANAGEMENTPROFESSOR EDWARD D’AVOLA01/28/2019
The purpose of this paper is to demonstrate my understanding of the critical elements in a jobdescription and its alignment to the HRM process and to talent acquisition. I will cover the definition of a job description. I will explain how tasks, tools and technology, knowledge, skills and abilities (KSAs), and education requirements in a job description contribute to an effective management system. In addition, I will cover the legal components in a job description as it relates to EEOC.According to Youssef, 2015 “A job description identifies characteristics of the job to be performed in terms of the tasks, duties, and responsibilities to be fulfilled.” A job description is used for many different matters in HR. A job description is used to determine compensation, performance reviews, training needs, and promotions. HR is required to provide each employee with a job description to communicate the origination’s expectations of the employee’s job. A job description will include three main parts; identification section, general summary, and detailed list. The identification section will include different information far as job title, job number, department, location, and the employee’s exempt or nonexempt status. This section mayalso include any information used for tracking the employees and job in the HR database. The general summary provides a detailed statement summarizing the job. A detailed list should also be included of all important and influential functions, tasks, duties, assignments, commitments, and responsibilities associated with the job. Because this section requires a great amount of detail, HR often spends the majority of the job analysis process on this section. In addition,

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