Job description is a direct result of the job analysis process; the information gathered during the job analysis serves as the foundation for job description and job specification.
Job Description: A job description is a written record of a certain position's tasks, responsibilities, and criteria. It is concerned with the job itself, not the people that work in it. It's a declaration that details the job's title, location, responsibilities, working conditions, and risks.
The terms "job description" and "performance evaluation" are not interchangeable. The former is concerned with functions such as planning, coordination, and duty assignment, whereas the later is concerned with the quality of the performance itself. Despite the fact that a job description is not an assessment, it is a critical foundation for defining assessment criteria and objectives.
Writing Job Description
A job description is a written explanation of what the job holder does, how they do it, and under what conditions they do it. This data is then utilised to develop a task definition. This section outlines the knowledge, talents, and skills required to do the job well. While there is no one-size-fits-all approach to drafting a job description, the majority of them include sections on:
1. Job Identification: The job title, alternate title, department, division, and plant, as well as the job code number, are all included. The job title correctly defines and distinguishes the position; the department, division, and so on, identify the name of the department in which it is located – whether it is the maintenance department, mechanical shop, or anything else. The name of the place is given by the location. This section of the job description answers two essential questions: to whom is this job answerable, and to what higher level job is this job accountable a Or who is closely monitored?
2. Job Summary: A work summary summarises the job's contents in terms of activities or tasks accomplished. The nature of the work should be apparent in the job summary. The job's primary, secondary, and additional responsibilities should all be listed separately.
3. Responsibilities and Duties: This is the most essential part of the job description and should be properly drafted. It outlines the tasks to be completed as well as the frequency of each main task. This section also covers responsibilities such as money custody, employee oversight, and training, among other things.
4. Supervision: It specifies the number of people to be monitored, as well as their job descriptions and the level of supervision required - general, intermediate, or close.
5. Workflow Linkages: It describes the vertical and horizontal work flow relationships. It also specifies who will report to the jobholder and who will report to him. It offers you an idea of how to promote yourself.
6. Machine: Each main kind or trade name of the machines and tools, as well as the raw materials utilised, are defined by machine, tools, and equipment.
7. Workplace Conditions: The working environment, including heat, light, noise, dust, and fumes, as well as occupational hazards and the likelihood of their occurrence, should be mentioned. It will be beneficial in the appraisal of jobs.
8. Social Environment: This refers to the social environment in which the job will be done. The size of the work group, the interpersonal contacts necessary to accomplish the task, and the development facilities are discussed in this section.
