Job Analysis

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.
The job analysis may include these activities:

• reviewing the job responsibilities of current employees,
• doing Internet research and viewing sample job descriptions online or offline highlighting similar jobs,
• analyzing the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,
• researching and sharing with other companies that have similar jobs, and
• articulation of the most important outcomes or contributions needed from the position.

The more information you can gather, the easier the actual writing of the job description will be.

Sample Human Resources Director Job Description

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy 

The Human Resources Director guides and manages the overall provision of Human Resources services, policies, and programs for the entire company. The major areas directed are:

• recruiting and staffing;
• organizational and space planning;
• performance management and improvement systems;
• organization development;
• employment and compliance to regulatory concerns;
• employee orientation, development, and training;
• policy development and documentation;
• employee relations;
• company-wide committee facilitation;
• company employee and community communication;
• compensation and benefits administration;
• employee safety, welfare, wellness and health;
• charitable giving; and
• employee services and counseling.

(Note: Depending on your organization's needs, the Human Resources Director often directs administration, including reception, and may even be responsible for facility security and upkeep in addition to space planning.)

The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce.

The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the CEO and serves on the executive management team; and assists and advises company managers about Human Resources issues.

Employee Job Descriptions: Why Job Descriptions Make Good Business Sense

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy 

Effectively developed, employee job descriptions are communication tools that are significant in your organization's success. Poorly written employee job descriptions, on the other hand, add to workplace confusion, hurt communication, and make people feel as if they don't know what is expected from them.

Employee job descriptions are written statements that describe the duties, responsibilities, required qualifications, and reporting relationships of a particular job. Employee job descriptions are based on objective information obtained through job analysis, an understanding of the competencies and skills required to accomplish needed tasks, and the needs of the organization to produce work.

Employee job descriptions clearly identify and spell out the responsibilities of a specific job. Employee job descriptions also include information about working conditions, tools, equipment used, knowledge and skills needed, and relationships with other positions.

Still uncertain about the value of employee job descriptions? Consider these tips about employee job descriptions.

Positives About Employee Job Descriptions

Employee job descriptions provide an opportunity to clearly communicate your company direction and they tell the employee where he or she fits inside of the big picture.
Whether you're a small business or a large, multi-site organization, well-written employee job descriptions will help you align employee direction. Alignment of the people you employ with your goals, vision, and mission spells success for your organization. As a leader, you assure the interfunctioning of all the different positions and roles needed to get the job done for the customer.

Employee job descriptions set clear expectations for what you expect from people.
According to Ferdinand Fournies in Why Don't Employees Do What They're Supposed to Do and What To Do About It, this is the first place to look if people aren't doing what you want them to do. He says you need to make certain that they clearly understand your expectations. This understanding starts with the employee job description.

Employee job descriptions help you cover all your legal bases.
As an example, for compliance with the Americans With Disabilities Act (ADA), you'll want to make certain the description of the physical requirements of the job is accurate.

Whether you're recruiting new employees or posting jobs for internal applicants, employee job descriptions tell the candidate exactly what you want in your selected person.
Clear employee job descriptions can help you select your preferred candidates and address the issues and questions of those people who were not selected.

Well-written employee job descriptions help organization employees, who must work with the person hired, understand the boundaries of the person's responsibilities.
People who have been involved in the hiring process are more likely to support the success of the new employee or promoted coworker. Developing employee job descriptions is an easy way to involve people in your organization's success.

On the next page, read five warnings about employee job descriptions, including how you can develop job descriptions that provide the positive impact you desire that mitigates their potential negative impact.

How to Develop a Job Description

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy

Develop job descriptions to help you articulate the most important outcomes you need from an employee performing a particular job. Develop job descriptions as a communication tool to tell coworkers where their job leaves off and the job of another employee starts.

Develop well-written job descriptions to tell an employee where their job fits within the overall department and the overall company. Develop well-written job descriptions to help employees from other departments, who must work with the person hired, understand the boundaries of the person's responsibilities. Finally, develop job descriptions as an integral piece of the performance development planning process.

Your goal in hiring is to find the brightest, most competent, flexible, reliable, multifaceted employees you can find. A job description, if not viewed as a straight jacket, helps your successful recruiting in several ways. A job description:

• causes the manager of the position and any other employees already performing the job to agree on the responsibilities and scope of the position,
• helps Human Resources know the knowledge, skills, education, experience, and capabilities you seek in your new employee, so an effective recruiting plan is formulated,
• informs candidates about the duties and responsibilities of the position for which they are applying,
• informs employees who are assisting with the interview process about the questions to ask candidates and what you seek in the new employee, and
• may protect you legally when you can demonstrate why the candidate selected for a position was your most qualified and culturally suited applicant.

Steps to Develop Job Descriptions

Use these steps to develop your job descriptions.

• Gather the appropriate people for the task. The manager to whom the position will report takes the lead to develop a job description, but other employees who are performing similar jobs can contribute to the development of the job description. Additionally, if the position is new and will relieve current employees of work load, they should be part of the discussion. A first position? The manager or company owner can develop the job description on his or her own.
• Perform a job analysis. You need as much data as possible to develop a job description. The job analysis may include:
  • the job responsibilities of current employees,
  • Internet research and sample job descriptions online or offline highlighting similar jobs,
  • an analysis of the work duties, tasks, and responsibilities that need to be accomplished by the employee filling the position,
  • research and sharing with other companies that have similar jobs, and
  • articulation of the most important outcomes or contributions needed from the position.
  The more information you can gather, the easier the actual task to develop the job description will be.
• Write the job description. Your company may have a format for job descriptions so check with Human Resources. Often, however, all Human Resources expects is a list of the responsibilities and they prefer to develop the final format congruent with job descriptions across the company.
  
  These are the normal components of the job description:
  • Overall position description with general areas of responsibility listed,
  • Essential functions of the job described with a couple of examples of each,
  • Required knowledge, skills, and abilities,
  • Required education and experience,
  • A description of the physical demands, and
  • A description of the work environment.
  Your company and your process may vary, but these components give the employee clear direction.
• Review the job description periodically to make sure it acurately reflects what the employee is doing and your expectations of results from the employee.
• Use the job description as a basis for the employee development plan (PDP) An employee's job description is integral in the development of his or her quarterly employee development plan.

An effective job description establishes a base so that an employee can clearly understand what they need to develop personally, and contribute within your organization. Develop job descriptions to provide employees with a compass and clear direction.

Sample Human Resources Generalist Job Description

By Susan M. Heathfield

Job Vacancy Indonesia, Employee, Vacancy
 

Compensation

• Assists with the monitoring of the company wage and salary structure and the variable pay systems within the company including bonuses and raises.
• Provides competitive market research and prepares pay studies to help establish pay practices and pay bands that help to recruit and retain superior staff.
• Provides payroll processing backup support. Partners with accounting and payroll to maintain the payroll data base.
• Participates in one salary survey per year.

Benefits

• Provides day-to-day benefits administration services. Assist employees with any claim issues.
• Develops and schedules benefits orientations and other benefits training.
• Administers the 401(k) plan and completes yearly compliance reporting.
• Administers disability and worker's compensation claims.
• Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.

Law

• Complies with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal company exposure to lawsuits.
• Protects the interests of employees and the company in accordance with company Human Resources policies and governmental laws and regulations.

Organization Development

• Assists with the carrying out of a company-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
• Assists with employee communication and feedback through such avenues as company meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use.
• Helps monitor the organization�s culture so that it supports the attainment of the company's goals and promotes employee satisfaction.
• Assists with the company-wide committees including the wellness, training, environmental health and safety, activity, and culture and communications committees.