Human Resource Management College of Public and Community Service University of Massachusetts at Boston 2008 William Holmes
JOB DESCRIPTIONS
Summarize tasks and responsibilities Identify required knowledge, training, skills, and experience Summarize optional desirable knowledge, training, skills, and experience Indicates supervisor or position in organization
Advertising a position Hiring into a position Allocating tasks in a strategic plan Deciding about compensation Making performance reviews
DESCRIPTIONS INCLUDE: 1
Job title Job tasks Special Skills required Education needed Work experience needed
DESCRIPTIONS INCLUDE: 2
Special job requirements Possible salary and benefits Submission information Contact information
DESCRIPTIONS AVOID: 1
DESCRIPTIONS AVOID: 2
DESCRIPTIONS AVOID: 3
Disability/Health Dependent Care Responsibilities Unnecessary criteria
DEVELOPING JOB DESCRIPTIONS: JOB ANALYSIS, 1 Check prior descriptions Have incumbent make notes, diary, self-describe job Interview incumbent Interview co-workers Interview supervisor
Interview clients Use job description instruments Consult Dictionary of Occupational Titles Consult Index of Standard Industrial Classification Get Reviews of Draft Descriptions
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Focus on facts List important behaviors List essential tasks Identify special skills Describe education, experience, credentials needed
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Summarize position in organization and supervisor Dont use to change positions Dont use to punish people Do use to treat people appropriately Do use to assign tasks appropriately
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FLSA, exempt and non-exempt employees EPA, justification for pay differentials CRA, job related requirements OSHA, warning of dangers or distasteful elements ADA, identification of essential functions
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Strategic plans identify job positions needed Plans allow comparing needs with availability Plans allow anticipating changes in needs and what is available Plans identify appropriate human resource actions for job shortages and surpluses
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Shortagerecruitment, upgrading, job enrichment Surplusrestricted hiring, working hours; increased retirement, contracted layoffs, rightsizing, outplacement Equilibriumtraining to maintain and upgrade skills and retain workers, job enrichment
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