Purpose of Job Descriptions
The primary purpose of a job description is to identify the duties, essential functions and requirements of the position. Job descriptions also serve several other important functions that Mr. Klein failed to take into consideration. A good job description can assess work flow and eliminate duplication of effort and also help assist in the evaluation of the employees' job performance. It should be a statement of what duties and responsibilities the employee is expected to complete and a means for achieving them.Job descriptions can also be used as recruitment tools, compensation surveys and other benchmarks tools. Job descriptions are used for different purposes by the employee and the Human Resources Department. Human Resources managers, such as Mr. Klein, can use job descriptions for employee training and development and establishing and updating performance standards. It does not n
They are used to determine salary increases and bonus eligibility. They provide a measurable focus for energy and attention. Their input is also important in developing compensation packages and improving employee / employer communication. Labor laws, EEOC guidelines, and union requirements make job analysis one way to defend employment practices. This requires the employee to meet with their boss to establish a set of specific, measurable objectives. They are a job reference for determining how an employee spends her time at work. Job descriptions are an integral part of the performance management and evaluation system. The incumbent employee and job candidate have uses for job surveys. If the employee receives new goals and is still responsible for every task listed on the original job descriptions, it should be considered unfair. Competition and labor laws make job analysis obligatory, especially in larger corporations and institutions. Incumbent employees would be invaluable in providing insight and precise tasking for their given position. Because human resources represent the largest cost item for most businesses, managers must have current and complete information on all jobs in order to produce products and services efficiently. Klein appeared to solicit the employees to provide suggestions for increasing innovation and improving productivity instead of evaluating performance. Performance evaluation of employees is a valuable tool in writing job descriptions. Klein should have supplemented job descriptions with negotiated goals and developmental opportunities.
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Acceptance Essays
