Maintaining Job Descriptions

It is important to remember that job description

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It is important to remember that job description usually describes the job, and does not concentrate on the persons or person doing the job or holding the office. Job descriptions can also be classified as either specific or general. In most cases, the specific job description usually contains the important duties, skills, educations, responsibilities and other factors that go with the job entailed. Specific job description should also include the comprehensive details and information on how specific job duties can be evaluated, and what kind is needed to enhance the performance of any given worker (Kleynhans 2006). Effective job descriptions should also include the issues of orientation for the new worker on their new roles. In addition, there must be a clear indication on the issues of human resource management and organizational planning. Therefore, the process of writing and updating job description must include information on job analysis, expert preparation and how the information or communication is passed from one area to another. The other important factor to bear in mind is that job descriptions should be written to a broader way to include space for variations of materials, products and procedures for using the equipments that is related to the position (Mathis & Jackson, 2008).
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WRITING JOB DESCRIPTION References Bohlander, G. W., & Snell, S. (2010). Managing human resources . Mason, OH: South-Western Cengage Learning. Fowler, A. (2003). Writing job descriptions . London: Chartered Institute of Personnel and Development. Kleynhans, R. (2006). Human resource management . Cape Town, South Africa: Pearson/Prentice Hall South Africa. Mader-Clark, M. (2008). The job description handbook . Berkeley, CA: Nolo Mathis, R. L., & Jackson, J. H. (2008). Human resource management . Mason, OH: Thomson/South- western.
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