Reference ivancevich j m konopaske r 2013 human

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Reference: Ivancevich, J. M, & Konopaske, R. (2013). Human Resource Management, Twelfth Edition . New York, NY: McGraw-Hill Irwin.
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Although there is no standard format for a job description, almost all well-written, useful descriptions will include these components: (1) Job title, (2) Summary, (3) Equipment, (4) Environment, (5) Activities. Explain what information should be contained in each section. A job description is important for human resources and recruiters as it entices people to apply to such job. It is an overall explanation of what a job entails. Some of the information that is included in a job description is, according to Ivancevich & Konopaske (2013) as follows: 1. Job title – title of the job and other identifying information such as its wage and benefits classification 2. Summary – a brief one or two sentence statement describing the purpose of the job and what outputs are expected from job incumbents 3. Equipment – clear statement of the tools, equipment, and information required for effectively performing the job 4. Environment – description of the working conditions of the job, the location of the job, and other relevant characteristics of the immediate work environment such as hazards and noise levels 5. Activities – includes a description of the job duties, responsibilities, and behaviors performed on the job. This can also include social interactions associated with the work like size of group or dependencies. (p. 165). It is important for HRM to distinguish in the job description or rate each of the requirements as what is essential and nonessential skills. This will afford the most diverse candidates to apply as well as set apart those that cannot perform essential requirements. Reference: Ivancevich, J. M, & Konopaske, R. (2013). Human Resource Management, Twelfth Edition . New York, NY: McGraw-Hill Irwin.
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What is an RJP, and how is it different from a traditional job preview? “A realistic job preview provides the prospective employee with pertinent information about the job without distortion or exaggeration” (Ivancevich & Konopaske, 2013, p. 202). This provides incumbents with the reality of a job without the “fluff” or glowing depiction from recruiters. In a traditional job preview “the job is presented as attractive, interesting, and stimulating” (Ivancevich & Konopaske, 2013, p. 202). But an RJP will represent things from a fuller picture, good, bad, or ugly. Some companies use practice and real life to explain a job, like putting final candidates with a current employee to have on-the-job exposure to see what they would be like in certain situations and if suits what they want to do for their next career move. Recruiters and human resources has found that when they are more descriptive and put possible incumbents with on-the-job exposure they have less turnover in those positions when they become new employees. Reference: Ivancevich, J. M, & Konopaske, R. (2013). Human Resource Management, Twelfth Edition .
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