Job description is the immediate
product of job analysis process; the data collected through job analysis provides
a basis for job description and job specification.
Job Description:
is
a written record of the duties, responsibilities and requirements of a
particular job. It is concerned with the job itself and not with the job
holders. It is a statement describing the job in such terms as its title,
location, duties, working conditions and hazards.
Flippo has
Defined Job Description as, “A job description is an organized,
factual statement of duties and responsibilities of a specific job. In brief,
it should tell what is to be done. How it is done why. It is a standard of
function, in that defines the appropriate and authorized content of a job.
According to
Pigors and Myres, “Job
description is a pertinent picture (in writing) of the organizational relationships,
responsibilities and specific duties that constitutes a given job or position.
It defines a scope of responsibility and continuing work assignments that are sufficiently different
form that of other jobs to warrant a specific title.”
According to
Zerga, who
analyzed 401 articles on job description about 30 years ago. A job description helps
us in:
(i) Job grading and
classification
(ii) Transfers and promotions.
(iii) Adjustments of grievances;
(iv) Defining and outlining
promotional steps:
(v) Establishing a common
understanding of a job between employers and employees;
(vi) Investigation accidents ;
(vii) Indicating faulty work
procedures or duplication of papers;
(viii) Maintaining, operating and
adjusting machinery;
(ix) Time and motion studies;
(x) Defining the limits of
authority;
(xi) Indicating case of personal
merit;
(xii) Studies of health and
fatigue;
(xiii) Scientific guidance;
(xiv) Determining jobs suitable
for occupational therapy;
(xv) Providing hiring
specifications; and
(xvi) Providing performance
indicators.
“Job
description”
is different from “performance assessment.” The former concerns such functions
as planning, co-ordination, and assigning responsibility; while the latter
concerns the quality of performance itself. Though job description is not
assessment, it provides an important basis establishing assessment standards
and objectives.
Comments
Post a Comment
any suggestion on my side