components of job specification

Job Description differs from job specification, in the sense that the former is a statement that explains the essential needs of a job whereas the latter is a statement which states the least qualifications, required in the job holder for the performance of a particular job. It is an important document. There are two outcomes of job analysis: >> Job description >> Job specification The information collected under job analysis is : >> Nature of jobs required in a concern. Job specification A skilled worker, regardless of the job description, remains a treasure Human Resources Management By : Dhrubaji Mandal Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. It is a list of job duties, responsibilities,reporting, relationships, working conditions and supervisory responsibilities - one product of the job analysis ---Gary DesslerJob description is a broad, general, and written statement of a specific job, based on the findings of a job analysis. Learn more. there are different components of job analysis, job description, job specification, and job evaluation. It is a document or statement which spells out the minimum levels of qualification, skills, physical and other abilities, experience, judgment and attributes required to … Hello Learners, in this video, we are discussing job analysis's components. It is important to write effective job descriptions and person specifications. Job specification is a statement of the minimum levels of qualifications, skills, physical and other abilities, experience, judgment and attributes required for performing job effectively. JOB SPECIFICATION SAMPLE • MARKETING MANAGER. The job description is used in the recruitment process to inform the applicants of the job profile and requirements, and used at the performance management process to evaluate the employee’s performance against the description. While a job description and person specification are not legal requirements, they will save you time in the long run. The following section seeks to illustrate this essential difference. Job Specification: Job Specification converts the job description to qualifications that are required for, in performing the job. It also known as man or employee specifications is prepared on the basis of job specification. Job description and job specification are the two essential components of job analysis. A job specification is a written statement of the minimum qualifications and traits that a person needs in order to perform the duties and undertake the responsibilities of a particular position. There are different types of technical or engineering specifications (specs), and the … >> The relationship of the job with other jobs in the concern. Job Descriptions Job description -where the details regarding the job are given. Job Specification: While job description focuses on the job, job specification focuses on the person i.e, the job holder. The preparation of job description is very important before a vacancy is advertised. ... Job Specifications. It states that the job holder should possess the required educational qualifications, training, experience, talent, potentials, and abilities etc. It is descriptive in nature. 4. Job descriptions and person specifications are essential documents in any recruitment process, describing the components of a proposed post and the experience and skills required by the post holder. Writing an accurate job description involves breaking the job down in to its component parts and defining the key objectives. It includes skills, qualification, knowledge and experience a person must possess to fill up that position. This should include job title, pay grade or range, reporting relationship (by position, not individual), hours or shifts, and the likelihood of overtime or weekend work. : 2. a detailed description…. What are the Key Components of a Good Job Description? A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications and working conditions. It is the statement in respect of minimum acceptable qualities required in the incumbent for successful performance of the job. A well-written Job description and job specification help in faster hiring and closing of any job vacancy. to perform the job successfully. COMPONENTS OF A JOB SPECIFICATION • EXPERIENCE: –Number of years • REQUIRED SKILLS, KNOWLEDGE AND CHARACTERISTIC –Job Analysis data • EDUCATION – Degrees – Training or – Certifications 4. The job specification is a brief version of the job description and will help you narrow the focus of your interview team questions and priorities when you are hiring an employee to fill this role. Components of Job Analysis in HR Job Description. There are several components to a good job description (your agency may have specific and additional required sections depending on your agency’s human resource policies). A good job description should: Define the overall purpose of the job and the main tasks It tells in brief the nature and type of job. Job Specification Examples. They are also key documents for anyone once they are in post, providing a reference point for Continuous Professional Development (CPD) and for staff appraisal and performance management … Use the job description as a basis for the employee development plan (PDP) An employee's job description is integral to the development of his or her quarterly employee development plan. Another immediate outcome of job analysis is job specification. A functional specification template is a written document that details all specification and all components of a particular software product. >> Kind of qualifications and academic background required for jobs. Job Description, Job Specification and Job Evaluation. Job specification. Your company process and the components of your preferred job descriptions may vary, but these components will give the employee clear direction . Here are the most critical components of a good job description. These competencies, or job specifications, tell you whether you qualify for the position and … The job description identifies the essentials of the role: the broad purpose, the major duties, the terms and conditions (Armstrong, 2009) A person specification describes the 'attributes required of an employee to do the job to the required standard' (Cushway, 2003). It is useful to identify a job for consideration by job analysis. When a company creates a job description, it normally covers the key tasks as well as the competencies you must have to succeed in the position. Job analysis refers to the identification of the vacant job position and description of the task, duties, role, responsibilities and job title along with related requirements. Basically, job analysis is bifurcated into two components namely job description and job specification. This is usually a statement which consists of qualification, characteristics, traits etc, for an employee to possess to perform his duties. With the help of job analysis, two main documents are prepared namely, job description and job specification. An up to date and thorough job description will also be required if a department requests a re-evaluation of the grade of a job. JOB DESCRIPTION is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. A job description need not account for every task that might ever be done, says the CELL. Job specifications for a data entry operator might include a required educational level, a certain number of months of experience, a typing ability of 60 words per minute, a high degree of visual concentration, and the ability to work under time pressure. Whether you are writing a contract or hiring a consultant directly, it pays off to write a detailed job description. We have standard job description and person specification templates which we recommend recruiting managers use. A specification often refers to a set of documented requirements to be satisfied by a material, design, product, or service. Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job. Heading information. Job specifications describe the duties, tasks, ... An organization-specific list of tasks and their descriptions used as a basis to identify components of jobs is known as: task inventory analysis. Job design (also referred to as work design or task design) is a core function of human resource management and it is related to the specification of contents, methods and relationship of jobs in order to satisfy technological and organizational requirements as well as the social and personal requirements of the job holder or the employee. >> Nature/ size of organizational structure. Usually the functional specification format can take many forms depending on your approach or business analyses practices. A job specification defines the knowledge, skills, and abilities that are required to perform a job in an organization. Creating a job description. The first step that we take while writing a Job Description is Job Analysis. Again, this job description and job specification are sent to applicants, so that they can comprehend the importance effectively. Job Specification – It translates the Job Description into terms of human qualities and qualifications which are required for successful performance of a job. specification definition: 1. a detailed description of how something should be done, made, etc. A specification is often a type of technical standard.. A job specification is a detailed description of the role, including all … Job description and job specification are important because it is used by interviewers for recruiting candidates. According to Edwin B. Flippo, “A Job Specification is a statement of minimum acceptable human qualities necessary to perform a job … It’s a process of doing an In-Depth analysis of a job and gathering information about the general tasks, or functions, duties, responsibilities and the outcome of a particular job. It is also useful for job postings because it helps you zero in on the really critical components of the job. Job analysis works in identifying, compiling and analyzing three main important component of Job i.e. >> Type of people required to fit that structure. Mihael J. Jucius defined job analysis as “the process of studying the operations, duties and operational aspects of jobs in order to derive specifications or as they are called by some job descriptions.” The Job Analysis process to conduct a study on the data collected on the job to find out the real human requirement of the Job such as Job activities its attributes and other important tasks required for performing a specific Job. 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