The Sequence of the Job From Job Analysis to Performance Appraisal

1. The Sequence of the Job From Job Analysis to Performance Appraisal Job Analysis Job Description Job Specification Advertising Recruitment Selection Orientation Training Development Performance Appraisal

2. Job Description • Written Statement that explains the duties,responsibilities, working conditions, and activities of a specific job. • Job Descriptions are used for: • Describing the job • Recruiting • Selection • Orientation • Training • Employee Evaluations • Promotions and Transfers

3. Job Description – key elements • Job Identification Data • Job title • Work unit • Title of immediate supervisor • Pay Grade • Job Summary • Brief general statement which highlights the common functions and responsibilities of the job. Also called the general statement.

4. Job Description – key elements • Job Duties • Usually a listing the tasks and responsibilities associated with the job. • Typically, each statement in this section begins with an action verb and briefly states what this portion of the job accomplishes • Examples of verbs • Administer,assist, collect, conduct,prepares,furnish maintains,etc.

5. Job Description: Assistant Director of Human Resources Description of Work General Statement of Duties: Perform complex technical work in recruitment, examination, classification,wage and salary administration, training, and other functions of a personnel program. Supervision: Reports directly to Director ofPersonnel. Exercises supervision over assigned personnel. Work Performed: % Time Recruitment 20% Administer Examinations 15% Wage and Salary administration 20% Training 25% Working Conditions: Works Primarily in Office Setting. Recruitment conducted in out-of house settings including schools, colleges and universities.

6. Job Specifications • Describe the qualifications required to perform the job • Generally Relate to: • Training or Education • Skills and experience • Mental, physical and personal characteristics • These qualifications are the ones needed on the first day on the job • NOT knowledge, skills and abilities acquired after beginning the job. •  Applies to both internal and external candidates (applicants).

7. Job Specification • KNOWLEDGE- A body of information, usually of a factual or procedural nature, that makes for successful performance. • SKILLS- An individual’s level of proficiency or competency in performing a task. • ABILITY- A more enduring, general trait or capabilities that an individual possesses at the time when s/he first begins to perform a task.

8. Job Specification • Outlines the minimum acceptable qualifications that a person must possess to perform the job effectively • Job specification Identifies Personal characteristics required: • Education • Experience • Certification • Abilities • Knowledge and skills

9. Job Specifications • Elements (if separate document from job description) • Job Identification • Immediate Supervisor • Department • Job Code • Skill Factors • Education • Experience • Communication • Effort Factors • Physical Demands • Mental Demands • Working Conditions

10. Job Description VS Job Specification • A Job Description defines What the job does; it is a profile of the job. • A job Specification describes what the job demands of employees who do it and the human factors that are required. • Requirements Include • Experience • Training • Education • Physical & Mental Demands • The are often combined in one document since they both focus on the job