Work and Role details
Job Description is an organized factory details of the work material as the duties and responsibilities of a specific task. Preparation of job details is required before advertising the vacancy. This briefly tells the nature and type of job. In other words, it emphasizes job requirements. As the title indicates, the document is descriptive in nature and makes a record of job facts in an organized way. It’s a document that tells what to be done.
How to do it and why. The job details document should be objected to the data entered on the document.
The content of the job description is as follows: information about the nature of the work.
1. Job title: It should be brief, fixed and suggestive.
2. Job Location: It is necessary to tell job location under consideration. of job.
3. Work summary: This means a small paragraph giving a brief summary of the work done by the employee which is later helpful for convenient identification of the work.
4. Duties executed: Each task executed should be written and the percentage of the time dedicated to execution of each task should be estimated. This is the most important step of job details and it should be carefully prepared.
5. Machines, tools, materials: Equipment, machines, tools and materials used in the work performance should also be included in the job details. This is necessary because these items indicate the nature and complexity of the work.
6. Relationship of other jobs: A clear relationship of job with other jobs in the organisation will help to understand the job nature well.
7. The nature of supervision: There are some functions, especially unskilled jobs, which require intensive supervision, while other jobs require less supervision, as people employed in these positions are more committed to achieving the organization’s goals. The nature of supervision should be given in the work details.
8. Working environment: the dangers and characteristics of the physical environment within the work area should be described to help in the interpretation of work conditions, work assessment. Source of information to the supervisor using job details-
(i) Supervisors use job information to hand over tasks and monitor the performance of personal employees.
(ii) Assistant in Human Resource Planning- The structure provided through job details can be used for recruitment, selection and appointment of employees. This information includes each job requirements so help in appointment. Primary tool in performance evaluation- in the creation of this performance evaluation criteria.
(iii) valuable equipment for training, development and
(iv) Valuable guidance for internal postings and advertising-
(v) helps the carrier.