Reference no: EM132882954

A key outcome of job analysis is the creation of job description. A job description is a list of the tasks, duties, and responsibilities (TDR's) that a job entails. TDR's are observable actions. When a manager attempts to evaluate job performance, it is most important to have detailed information about the work performed in the job. This information makes it possible to determine how well an individual is meeting each job requirement.

Whenever the organization creates a new job, it needs to prepare a job description. Job description should then be reviewed periodically and updated if necessary. Performance appraisals can provide a good opportunity for upgrading job description, as the employee and supervisor compare what the employee has been doing against the details of the job description.

Organizations should provide each newly hired employee a copy of his or her job description. This helps the employee to understand what is expected, but it shouldn't be presented as limiting the employee's commitment to quality and customer satisfaction. Ideally, employees will want to go above and beyond the listed duties when the situation and their abilities call for that. Many job descriptions include the phrase "and other duties as required" as a way to remind employees not to tell their supervisor "but that's not part of my job"

In this discussion, imagine that your organization has completed a job analysis and determined that there is a need for a new position. The organization has decided to hire a new Director of Diversity. Your discussion post will be the job description that you will develop for this new position at Apple.

The job description should include the following:

-Job title
-Job purpose
-Job duties and responsibilities
-Include explanatory phrases which tell why, how, where or how often the tasks and duties are performed.
-Focus on outcome of tasks.
-Reference areas of decision-making, where one will influence or impact.
-Describe the nature of contact, the people contacted, and the extent to which the incumbent will interact with others within and outside of the organization.
-List job duties that reflect the position requirements and ensure they are not based upon the capabilities of any one individual
-Required Qualifications (job knowledge such as education, experience, skills, abilities)
-Experience (the minimum number of experience required
-Working Conditions (identify the conditions such as physical demands related to the job including frequency and duration) - this is in compliance with Americans with Disabilities Act.