Professional Documents
Culture Documents
A I U B
Table of Content:
1) Introduction………………………………………….(1)
2) Purpose of preparing a job description……………...(1)
3) Research of job description……………………...…..(2)
4) Who prepares the job description and the position,
qualification and status of the person preparing it….………
………………………….……………….(2)
2
1. Introduction
• duties,
• responsibilities,
• most important contributions and outcomes needed from a position,
• required qualifications of candidates, and
• Reporting relationship and coworkers of a particular job.
•
Job descriptions are based on objective information obtained through job analysis, an
understanding of the competencies and skills required to accomplish needed tasks, and
the needs of the organization to produce work.
Job descriptions clearly identify and spell out the responsibilities of a specific job. Job
descriptions also include information about working conditions, tools, equipment used,
knowledge and skills needed, and relationships with other positions.
The best job descriptions are living, breathing documents that are updated as
responsibilities change. The best job descriptions do not limit employees, but rather,
cause them to stretch their experience, grow their skills, and develop their ability to
contribute within their organization.
The purpose of a job description is to allow the employer, to account for all aspects of the
job offered..
3
5) It is helpful to design an effective training program for human resources.
6) It help to ensure fairness in compensation system, which in turn improve of the
employee.
7) Job description aid in improving quality of administration and supervision by
their objective description of responsibilities for supervision and job-to-job
relations.
8) Job description may also be helpful in safety program, indicating hazardous acts
and suggesting changes in operations.
To properly prepare a job description, the job analyst (the person preparing the job
description) needs to have a thorough knowledge of the job duties and the requirements
necessary to successfully perform those duties. There is not one set process used to
gather the information needed. Here are some suggestions that you may use to gather
information:
4. Who prepares the job description and the position, qualification and
status of the person preparing it:-
Department head or the supervisor for the position prepares a job description and
reviews it with other staff that will routinely interact with the position. Forward
(by e-mail) to Human Resources Manager a final copy of the job description is send to
ensure updated copy is maintained in Job Description directory.
4
Here are some examples of the job description of supervisors:
Sales Supervisor:
Job Description: To act as an operational sales person, and to assist the sales manager in
the day to day running of the department in a supervisory role. The sales supervisor will
deputies in the sales managers absence. Requirements: Computer experience, including
competency in Microsoft Word and Excel. PC Literate. Excellent Communicator both
written & verbal... targets are being met Monitor & observe staff Report to the marketing
/ IT team with general website issues and customer...
Accounting Supervisor
5
6. Job Description Format
a) JOB TITLE:
b) REPORTS TO:
Indicate here the Line Manager, Section and Department, using job title not
individual names. A brief staff tree showing the relevant reporting lines and
organisational context should be included or appended.
c) PURPOSE:
A single sentence which defines precisely why the job exists, i.e. ‘to…..’
d) PRINCIPAL ACCOUNTABILITIES
A numbered list of not more than ten items, each a single sentence beginning
with an action verb setting out the primary expectations or deliverables from
the jobholder (e.g. ‘to ensure, ‘to provide’) avoid the use of loose terms such
as ‘to assist’ or ‘to liase’. Refer to objectives rather than detailed tasks if
possible. The last one should be something along the lines of ‘to undertake
any other duties as appropriate within their competence, as required by their
Head of Unit from time to time’.
e) CONTEXT
A brief narrative describing in 2/3 paragraphs, in broad terms, the nature and
context of the job (e.g. consequences and sensitivities) and the sort of tasks
involved. Any recognised quality standards required by the job may be
included or referred to here. It is not necessary to include detailed procedures
or standing instructions, although they may be referred to.
f) DIMENSIONS
An indication of the size of the job in relation to direct control over e.g.
budgets, staffing numbers, or equipment.
PREPARED BY…………………………………….
DATE……………………………………….
6
7. Job description of an HR Executive
No. of Vacancies: 01
Educational Requirements
• MBA in HRM
• PGDPM or PGDHRM will be an added advantage.
• MA in English with PGDHRM
Experience Requirements
• 0 to 3 year(s)
• The applicants should have experience in the following area(s):
• Factory HR Administration, General HR, Recruitment & Selection, Training &
Development
• The applicants should have experience in the following business area(s):
• Manufacturing (Light Engineering & Heavy Industry), Training Institutues,
Security Service Company, Manpower Recruitment
Additional Job Requirements
Age 22 to 27 year(s)
Only females are allowed to apply.
Should have advance verbal and written communication skills in English and Bangla
Should have strong interpersonal skills and leadership quality
Demonstrated ability to effectively manage multiple priorities in a fast paced, dynamic
and challenging environment
Should have positive and flexible attitude
7
8
9