Actually you should not wait until you have a vacancy before producing a job description. It is a useful tool to help manage the expectation of staff on an ongoing basis and given that job roles change and evolve, the best person to keep a job description up to date is incumbent job holder.
A job description is use document for supplying to prospective candidates to make them aware of the role they are applying for and will typically tend to have the following component
- Job Title
- Grade
- Span of Control ( Up / Down)
- Job Overview
- Main Responsibility
- Key Tasks
Review Team member's job description as a part of appraisal process. This helps to manage staff expectations as well as ensuring a job description is always available when recruitment need arises.
A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies
A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms Of Reference.
Go Back : Recruitment Formula
Go Back : Recruitment Formula
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