Introduction

In every organization, some jobs are assigned to all employees. In these jobs, there are particular documents set aside for employees to follow and acts as a standard for hiring new employees. These documents are referred to as a job description. Before a job description is developed a job analysis is required. A job analysis thus provides both the employer and employees with the necessary direction that is attributed to the development of the respective job. Ideally, Employers use a job description as the basis for hiring qualified candidates. A job description consists of various components that include, but not limited to tasks, tools and technology, Knowledge, skills, and abilities (KSAs), and Education requirements. This paper explains how job description is a function of management, the different components of a job description and how they contribute to the overall performance of the management system, the legal components of a job description as required by the EEOC, and the different assessment methods for recruiting candidates.

Job Description as A Function of Management

First things first, a job description is a formal account of an employee’s responsibilities. This means that there cannot be a job description without employees. In simple terms, a job description is designed for employees working within the organization to help the organization achieve the overall objectives. It is therefore correct to say that Job description is a subset of management. Generally, management is the process that involves organization and coordination of resources- both human and physical to achieve the organization’s overall goals. The primary functions of management include planning, organizing, leading, and controlling.  Through the function of organizing and controlling, the administration of the organization work hand in hand with the needs, skills and the abilities of employees to account for every employee roles and responsibility. The human resources (HR) manager is the one responsible for developing a job description. The HR manager plans to advance the type of data included in the job description. This by itself is an aspect of management of planning.

The Components of a Job Description

Tasks

This component of a job description identifies the different task employees or prospective employees what is expected of them. It identifies particular tasks required, decisions that the employee should handle and with whom the employee will interact. An understanding of the tasks to be performed and how they should be performed increases chances of efficiency.  Well outlined tasks enable employees to do what is required of them with easy and ineffective manner.

Tools and Technology

This component explains the type of tools and the level of technology the position demand. It is an essential component in the sense that proper use of tools and technology does not only bring efficiency but also helps to increase productivity within the organization.

Knowledge, skills, and abilities (KSAs)

This component identifies the qualifications in terms of skills and abilities that the position demands. HR managers use this component while developing job evaluations and appraisals which help to increase the performance of the management system.

Education requirements

The more an employee is qualified in terms of educational background, the more they have a broad knowledge base about a specific job position. An educated employee can substantiate ideas and contribute mainly to the overall performance of the organization. Such employees are also able to make a rational decision through critical thinking which contributes to an effective performance management system.

Legal Components in a Job Description as It Relates To the EEOC

EEOC is a body that imposes federal legislation related to workforce discrimination. In the development of a job description, there is some legal aspect that relates to the provision of EEOC that employers need to comply. First, the essential job functions, responsibilities, and other requirements of the job should be universal to all eligible candidates. Employers are warned against establishing job functions and requirements that are discriminatory. Job requirement should be in such that they do not discriminate against employees because of their race, color, religion, sex, national origin, age, disability, or genetic information %+%8%8. EEOC also require employed to include in their job description any particular environmental conditions of which an applicant need to be aware of while applying for while applying for the vacancies. Environmental factors that pose a risk to the employees’ health and safety need to be well explained and ways to mitigate the risks well outlined.

Assessment Methods That Can Be Used When Recruiting Qualified Candidates

Problem-solving tests and personality test are the two effective assessment methods that HR managers can use to recruit qualified candidates. Problem-solving tests involve testing a prospective candidate’s’ cognitive ability and logic skills. Through this method, the person in charge of the recruitment process whether the candidate is right for the position and whether if hired they will be of any importance in the problem-solving processes of the organization. This method is appropriate for meeting organizational objectives since it helps in getting insights into the employees’ intelligence, insight and leadership skills. Personality tests, on the other hand, involve working out the thought processes, and behavioral traits of a prospective candidate are useful for many positions. You can pinpoint a useful attribute. Through this method, the HR manager can note the level of creativity, attendance, and leadership of the candidates. Like the problem-solving tests, this method is appropriate for meeting organizational objectives since it helps to hire candidates who are creative and innovative.

Conclusion

For the human resource department, writing is an essential step in planning the organization’s staffing programs. A well-written job description is an ingredient for the success of the organization. While developing a job description, HR managers should at all times ensure they follow the legal provision as they relate with EOOC. Among the benefits that a well-drafted job description comes with is enabling the employee duties are aligned with the organization vision. It also helps the organization to have the most qualified employees for different job positions.

References

Chungyalpa, W., &Karishma, T. (2016). Best Practices and Emerging Trends in Recruitment        and Selection. J EntreprenOrganizManag, 5(173), 2.

Jackson, E. (2012, January). Ten biggest mistakes bosses make in performance reviews. Forbes.    Retrieved from https://www.forbes.com/sites/ericjackson/2012/01/0…

Tolan, J. (2017, May 7). Hiring top talent? Here are the best methods for sourcing, screening,        and interviewing; Retrieved from https://hr.sparkhire.com/faq/sourcing-screening-in

Tyler, K. (2013, January). A job worth doing: Update descriptions: HR Magazine. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pag

U.S. Equal Employment Opportunity Commission.(n.d.). Employers; Retrieved             from https://www.eeoc.gov/employers

Youssef, C. (2015). Human resource management (2nd ed.). Retrieved       from https://ashford.content.edu

Do you need high quality Custom Essay Writing Services?