Paper

Running head: JOB DESCRIPTION 1

JOB DESCRIPTION 7

Job Description

A job description is used to show the duties and responsibilities of a particular position. It gives a realistic picture of the job and gives helps to understand what a person in a particular role does. It, however, does not describe the responsibilities of a position alone but rather it is used to give a foundation for the recruitment process and hence help to develop and retain the talent and develop an opportunity for optimum work performance by clarifying the responsibilities (Rohr, 2016). Since there are well-defined duties in a job description, it is possible to tell the expected results and use it in the evaluation of performance. It is also an important aspect when it comes to maintaining an equitable compensation system as well as ensuring legal compliance. To create a job description for a newly created position, it is important to include the following components.

Job Title

This is a description of the given job that is used to show the purpose,…..How to show the purpose…. the content, and the scope of the given job. Add some content to connect to job purpose

Job Purpose

Job purpose is a segment that gives a high-level overview of the roles and the level of responsibility the candidate for a given position is supposed to perform. It also describes why the job exists. What is good or bad focus on

Job Duties and Responsibilities

Every job must show the responsibilities that the candidates are expected to perform (Why job desrcition is important, why people use it for apply job). Under this section, the essential functions which will be assigned are described. It gives a fundamental nature of the jobs and which will occupy the employee's time. Therefore, it must include aspects such as the explanatory clauses which explain how and where the tasks will be performed (Mekpor&Dartey-Baah, 2020). It should also include the reference areas which will be used in the decision making and the impact(impact can be used to one or two way. The impact of the decription). This is the area that should also the financial responsibilities for the position and lists the duties that reflect the position and ensure they are not based on the capabilities of a single individual.

Under the duties and responsibilities, it is also important to address the type of supervisory responsibilities that are expected. However, the extent of the given authority should be clarified such as an authority to hire, assign jobs, or to terminate (Kim & Cha, 2016). The duties for the particular position should be listed in order of their importance and the frequency with which they are to be performed.

Required Qualifications

This is the section of the job description that should depict the level of knowledge required for the new position. Some of the requirements include education, experience, and the abilities of the candidate (Ramhit, 2019). This part should depict the minimum level of qualifications that a candidate must have to qualify to apply.

Education

The educational qualifications refer to the academic level of qualification that a candidate for the newly created position should have to satisfactorily perform the established duties. It can be described in form of the areas of study or the degree concentration the company prefers for the given position. If the newly created position is senior, then the required educational qualification must be higher than the junior positions.

Experience

Experience is used to show that a candidate has the required skills to perform the established duties. It is the minimum number of full-time experiences in terms of years as well as the type of work that a candidate has been performing (Kim & Cha, 2016). The newly created position might require some experience in form of internships, undergraduate work experience, or graduate assistantship. Therefore, it is important to state this clearly in the job description so that the applicants can know ( why applicants can know, explain more the congjuction).

Knowledge, Skills, and Abilities

Apart from the experience, the newly created position must require that the applicants and candidates show the depth of knowledge that is required. Some of these skills and abilities can include working knowledge which is the familiarity with the given subject matter and the basic principles for problem-solving (Mekpor&Dartey-Baah, 2020). Secondly is the general knowledge which is the description of the knowledge that is considered sufficient to perform the normal situations at work. A job description must also include a description of thorough knowledge which is advanced knowledge about a given subject matter (Mekpor&Dartey-Baah, 2020). These are the skills for solving unusual problems at work. Comprehensive knowledge must also be described. This is the description of what is considered to be a complete mastery and understanding of a given subject matter. There should be a list of the skills and the abilities that are required for one to be successful ( define or describe what is the successful thing required list of the abilities or skill)

Preferred Qualifications

Preferred qualifications are used to determine the ability of an individual to be successful in their job. These are skills that are good when the candidate has them but they are not essential when it comes to carrying out the daily activities (Ramhit, 2019). Therefore, when the preferred qualifications are included, then they should depict the aspects of education, experience, and skills. ( describe more reason or example of the qualification I preferred) Provide an example

Working Conditions

The working conditions include the physical demands relating to the essential job duties. One of the most important factors to consider in this case is that the description of the working conditions is compliant with the Americans with Disabilities Act (Pató, 2017). Therefore, it must describe the type of job, the intensity of the workload as well as the frequency and the duration. Of great importance also are the physical and mental capabilities requirements. Some of the factors to consider while developing the working environmental conditions include the environment of the workplace，such as the office, and the exposures encountered such as whether the individual is required to handle hazardous materials (Pató, 2017). The company should also consider whether the employee will exert physical effort or whether there are travel requirements.

Steps to Determine Total Compensation

Compensation is used as a way of keeping the employees motivated. For a newly developed position, it is important to consider all the aspects so that the company acquires the best talent while at the same time being able to keep and maintain it (Knighton, Gilmartin& Reese, 2018). The steps to be used in determining the total compensation include:

Understanding the Business Culture and Business Strategy

The culture of the organization consists of the values and the behaviors which determine how a form operates. Before determining the salary for the position, there is a need to consider the business roadmap that will help in achieving the set goals (Wesner& Smith, 2019). Through this, it is possible to develop a compensation package that helps to attract, motivate, and retain the right employees for the given position. When these factors are taken into consideration, they should inform the compensation strategy.

Considering what the Company Wants to Reward

The second factor to consider is the kind of behavior that the company considers to be appropriate for pay rises. This can range from a performance where top performers are rewarded or loyalty. The company should also consider whether they will reward certain certifications and skills more (Kim, 2019). In this case, the salary can be based on the educational level or years of experience.

Considering the Talent Landscape

The workforce in the labor, market faces a lot of competition. It is, therefore, important to consider the compensation packages in the other organizations in the market. This will help to make the right decision when it comes to packages such as holidays, insurance as well as the base salary. Paying lower than the other organizations makes the position less competitive and increases turnover because the employees will leave to seek better pay. However, very high pay may be attractive to the potential employee but it may be a bigger burden to the organization.

Weighing the Capability of the Company

It is important to consider how competitive the company plans to pay. This is determined by the given percentile that the firm wishes to spend on salaries. However, the salaries should differ depending on the location, job function, and the level of the position. The company should consider the higher market percentile for competitive jobs.

Gaining the Executive Confirmation

In any strategy, it is important to have the executive approve it. The executives consider compensation as an important topic and hence they must consider whether it brings into consideration the needs of the firms as well as attracting the best talent (Poongavanam&Divyaranjini, 2018).

In conclusion, the job description shows the roles of a given position in the organization. It includes several forms of information including the title of the job, the qualifications as well as the working conditions. It is important to consider the talent targeted in the market during the development of the job description. At the same time, for a newly developed position, the compensation plan should consider the existing market conditions and what the company is willing to pay. This way, the compensation plan will be competitive enough( enough to do what).

References

Kim, J. H., & Cha, J. A. (2016). Development of job description of nutrition teacher by the DACUM method. Journal of the Korean Dietetic Association, 22(3), 193-213.

Kim, S. (2019). Role-playing game for training a design process of startup company compensation plan. International Journal of Game-Based Learning (IJGBL), 9(2), 40-54.

Knighton, S. C., Gilmartin, H. M., & Reese, S. M. (2018). Factors affecting annual compensation and professional development support for infection preventionists: Implications for recruitment and retention. American journal of infection control, 46(8), 865-869.

Mekpor, B., &Dartey-Baah, K. (2020).Beyond the job description. Journal of Management Development.

Pató, B. S. G. (2017). Formal options for job descriptions: theory meets practice. Journal of Management Development.

Poongavanam, S., &Divyaranjini, R. (2018).Impact of salary and reward on the achievement in the pharma companies. Indian Journal of Public Health Research & Development, 9(10), 1136-1138.

Ramhit, K. S. (2019). The impact of a job description and career prospect on job satisfaction: A quantitative study in Mauritius. SA Journal of Human Resource Management, 17, 7.

Rohr, S. L. (2016). Harnessing the power of the job description. Human Resource Management International Digest.

Wesner, B. S., & Smith, A. B. (2019). Salary negotiation: A role-play exercise to prepare for salary negotiation. Management Teaching Review, 4(1), 14-26.