Thus, cutting it shorter and crispier as per the job description can be helpful for both the sides.You might be a reviewer, however, there are chances that you like to review films instead of food. Firstly, information must be collected through a method of job analysis. Of the two pay goals meetings market rates and achieving satisfactory internal pay relationships the latter has greater priority. Job analysis involves creating job descriptions and specifications. First, the internal pay relation­ships are more visible to employees. By job evaluation we mean using the information in job analysis to systematically determine the value of each job in relation to all jobs within the organisation. Position Descriptions. Not having a proper job description is probably one of them. This implies that suppose an employee is not working well then the organization can check the job description and take action accordingly. Job analysis is a very important function of HR, which is related with many activities of Human Resource Management (HRM). It is a list of job duties, responsibilities,reporting, relationships, working conditions and supervisory responsibilities - one product of the job analysis ---Gary DesslerJob description is a broad, general, and written statement of a specific job, based on the findings of a job analysis.
Therefore, having a job description clears up the confusion of both the sides.A job description is a document which carries details regarding your In any case, whether the company is at fault or the employee who is filing the case, any of the sides can use this document as a proof in seeking justice.Not giving a job description before hand or not asking for a job description is in a way not completing an important legal formality. The Importance of Job Description in Recruitment Process: 1.

It somehow portrays the seriousness and professionalism of the organization.Not putting a job description portrays a casual attitude and non professionalism without any doubt.It is highly professional to give details regarding the job if you are asking or inviting applicants to apply. Job analysis is the process of describing the duties of a job, authority relationships, skills required, conditions of work, and additional relevant information.

In such cases job description comes as your proof to save you.There are N number of chances of getting mislead while applying for the job.
Similarly for a candidate the benchmark would be the number of clients he has dealt with in past years of work.This is more ethical on the part of the organization since it assures the candidate in a way. If proper job description is given by the company, only applicants who are fit to the criteria will apply, but, giving no description leaves it for applicants to interpret it in their own way.The result to this will be nothing more than just a Similarly, this implies to job description, if job description is not provided clearly before fixing up a candidate at that position, it will start a new ruckus. In firms where such logical wage and salary differentials have not been established, compensation patterns are often irregular and chaotic since they will have evolved from traditional attitudes, arbi­trary decisions, expediency, and favouritism. Suitable candidate: For an organization to grow and survive in the market, the tool is nothing but manpower. It is always considered that only a candidate who seems to be good enough to perform all these duties and works is appointed.Thus, mentioning a clear job description would emphasis more on the kinds of responsibility that a person is going to handle. Here validity should be a guiding principle which simply means that the job analyst must accurately capture all of the content. It gives an impression that employers are serious about the job and the kind of people that they wish to recruit.If there is no description of the job given, then even candidate would not trust it completely and hence it is very important to have a job description.Only an overview of a job description can certainly tell you a lot about the expectation that would be hung around you as an employee in later time.Having a well described job also adds credibility from the point of you of an applicant. Seeking a job can give you a tough time, if you fail to understand the job description. However, one fails to realize how much valuable those few lines could be. Moreover ratings (occupation differentials expressed as labour grades ‘or numerical point values) are necessary for the establishment of logical and practical company wage rate and salary schedules. Assigning pay to this hierarchy of jobs is referred to as pricing the pay structure. The job evaluation process follows the following four steps – gathering the data; selecting compensable factors; evaluating a job; and assigning pay to the job. The most typical compensable factors are skill, knowledge, respon­sibility, and working conditions. If the company has described the job well then, the pay scale and compensation becomes easier.Nobody can further question about it since the description of the work is clearly laid down and the compensation or pay scale would be given accordingly is understood.Any job description works like a parameter when it comes to managing the performance of the employee. 10. There are times when you are assigned a totally different job though the post remains the same. Confusion will crop in from both the sides.The candidate won’t be able to understand what is he supposed to do and on the other hand, management would find his performance lesser than the expected level. Finally, a thought- out and agreed-upon set of internal relative values for jobs aids greatly in establishing an informed company posture relative to outside pay levels. So it makes sorting or filtering easier.

It is the process whereby an organisation systematically establishes its compensation programme. The description acts as a parameter.In the same way for an applicant who is applying, the description of the job becomes the criteria to decide whether to take the employee in or not.


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