Job Description Analysis

Group Project

Job Description Analysis

July 18, 2005

Introduction

With the changing responsibilities of today’s human resource Personnel, one of the main functions that need to readdress is the accuracy of the documentation pertaining to Job Descriptions, Performance Standards, and performance Evaluations or appraisals. In many organizations these documents are either outdated or non-existent. With the adoption of recent regulatory provisions, compliance to these regulations ahs becomes a major concern to HR departments everywhere. The availability and accuracy of these documents ahs become more critical to most organizations and their legal departments.

Our group decided to analyze he aptness of these documents for one of our group member’s organizations as it pertain to his job responsibilities. The documentation pertaining the Project Analyst position within this company was found to be outdated, cumbersome and incomplete with relation to the modern HR requirements. Much of the original documentation requirements were never used, did not exist, or did not pertain to this specific job.

The following pages will document our objectives and solutions to these issues.

Job Description

A job description is simply a lis of responsibilities and functions that are required in a particular position. The original job description for te analyst positions was lenghthy but incomplete. As we discussed the form, we discovered it was possible to shorten the document and include pertinent information as it concerns the job

The beginning section gives the job applicant basic information, such as Job title, department name and number, whom the position reports to etc. What was not included initiall was the actual job location and salary range. Although an interview may take place a the headquarters, the job inself may be ina remote office location. The salary range is important because it gives he candidate an idea of how they will be compensated. If it does not meet the needs of the job applicant, they can decide whether or not to pursue other opportunities. Additional changes made to the job description are outlined below:

Major Function

This section should summarize the overall objuective of the job to the reader.Use of action verbs like process analyze and provide. He current statement accurately gives the reader a broad overview of the job.

Specific Duties

This section should list principal duties of the job function. According to the

SBA the list should contain each and every essentioal job duty or responsibility that is critical to the successful performance of the job. Additionally it should begin with the most important functional and relational responsibilities and continue down in order of significance (SBA, 2001). Upon review of the current job description, it was

necessary to rearrange and insert information to comply with the above requirements. Furthermore, we added the percentages of time spent for each duty. If the applicant were not aware that the duties were listed in order of importance, they would a least have and idea of the weighted value we assess for each duty.

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