CONTENTS OF JOB DESCRIPTION IN HUMAN RESOURCE MANAGEMENT
The following points are included in the Job Description:
1. Job Identification:
In this part of Job Description, the
name of the job, the department of the job and the sub-department, the code number of
the job, the place of the job, and the nature of the job are disclosed.
2. Job Summary:
In this part, all the information related
to a job is presented in a summarised way. This part tells: What are the
functions of the job holder? What are his duties and responsibilities? What are his
organizational relationship etc.?
3. Job Duties:
The duties and responsibilities attached to
the performance of a job are given in this part. This part specifies: What are
the activities to be performed by the employees? How the employees have to
perform these activities? How are these activities to be performed? How much
time is expected to be taken by the employees in the performance of these
activities etc.?
4. Job Location:
Job location is given to describe the job,
i.e., in which department the job is to be performed.
5. Relation with Other Jobs:
This part of the Job Description specifies the level
and standard of the job. It also specifies the relationship of the job with
other jobs of the organization.
6. Supervision:
This part of the Job Description is related
to supervision. This part specifies, What is the degree of supervision
required for the job? Who will be the supervisor? What are the rights and
duties of the supervisor etc.?
7. Machine, Tools, Equipment, and Raw Materials:
This part
of the Job description gives the details of machines, tools, equipment, and raw
materials to be used for the performance of a job. This part helps in
indicating the nature and complexity of the job.
8. Working Conditions:
Working conditions required for the
better performance of a job and the probable hazards on the job must be
described in this part. This part is also helpful in Job Evaluation.
9. Other items:
This part of job description defines and
specifies other items related to the job such as necessary schemes and training
programs launched for the performance of the job, and necessary physical and
mental qualities for job performance.
10. Amendments:
The job description should be elastic enough to incorporate all necessary amendments
from time to time to make it up to date.
Thus, the job description
provides the data of the job in terms of duties and responsibilities. The job
description may be used in evaluating the job and determining the wage
structure. It is a record for future reference and guidance.
RELATED TOPIC
Characteristics of Human Resource Management
Objective of Human Resource Management
Scope of Human Resource Management
