Reference no: EM133399061

Case: Chapter 4 of the text explains the job analysis used to develop a Job Description and Job Specifications, which becomes a summary of job analysis information providing the basis for defensive job-related actions. A job description shows the tasks, responsibilities, and duties, describing what, why, where, and how it is done. It is a challenging analysis since it can be difficult to identify the soft skills required to perform a job and the usual duties involved. HMR needs to work on their duty statements to develop recruitment strategies by implementing systems where it can manage staff benefits. Also, HMR needs to create job descriptions since it affects personnel functions like precise action verbs and objects, frequency of duties and expected outcomes, and equipment processes to be used.

An accurate and up-to-date job description is essential because the employee's job functions evolve and develop specific skills over time. Moreover, an accurate job description might lead to positive effects during the recruiting and hiring process for the right employee and related training implications. While recruiting, organizations looking to recruit new employees need an accurate job description explaining the type of employee, characteristics, and skills the firm is aiming to hire that would match the manager's expectations for the particular position. Also, it is helpful for the employee to have a concrete job description to decide if the position fits their work and desires.

Job Description contains major and frequent components where organizations format their job descriptions differently related to their culture and management practices. The job description starts with identification, which includes the job title, department, location and date of the analysis. Adding more notes or information related to tracking jobs and employees through HR is beneficial. The general summary involves a concise statement of general responsibilities that differs from other jobs. Job functions and duties are usually listed in order of importance, including precise reports, significant tasks, and duties performed in a job. This part of the job description could be the most time-consuming because of the detailed information that has been reported. Many job descriptions include approval signatures from managers and disclaimers, allowing employees to change their job duties.