Job Recognition

sJobs are the basic components of the organization's structure and are the means by which it achieves its objectives. For any organization to be successful it must give a great deal of attention to the way in which jobs are designed. A good person-job fit can only be achieved if there is sufficient clarity about job in question.

Job Description

A job description outlines the responsibilities and functions that are assigned to a particular position or role in an organization. It provides clarity about what an employee is supposed to do. A good job description not only defines the roles but responsibilities as well. It is also an interface of the job with internal and external customers, reporting relationship and challenges that the job offers.

It provides a sense of how much impact the job can make by aligning the job with the overall business direction. It also helps identify the responsibility and accountability that each job carries. JD is an effective tool to communicate the expectation from each employee and its contribution towards overall achievement of business objectives.

Following is a quick look at the categories that make up a well-written job description:

* Title of the position

* Department

* Reports to (to whom the person directly reports)

* Overall responsibility

* Key areas of responsibility

* Consults with (those who the person works with on a regular basis)

* Term of employment

* Qualifications (necessary skills and experience required)

Educational requirements and experience requirements are the areas where inadvertent discrimination may occur. Educational requirements must be a real necessity for the job. If someone could accomplish the work with equivalent job experience but who lacks a specific credential, the job description should be modified. And to avoid age discrimination, experience should not include an upper limit.

A job description may include relationships with other people in the...