A job specification describes the knowledge, skills, education, experience, and abilities you

believe are essential to performing a particular job. The job specification is developed from
the job analysis. Ideally, also developed from a detailed job description, the job specification
describes the person you want to hire for a particular job.

A job specification cuts to the quick with your requirements whereas the job description
defines the duties and requirements of an employee’s job in detail. The job specification
provides detailed characteristics, knowledge, education, skills, and experience needed to
perform the job, with an overview of the specific job requirements.

Components of a Job Specification

Experience: Number of years of experience in the job you are seeking to fill. Number of
years of work experience required for the selected candidate. Note whether the position
requires progressively more complex and responsible experience, and supervisory or
managerial experience.

Education: State what degrees, training, or certifications are required for the position.

Required Skills, Knowledge and Characteristics: State the skills, knowledge, and personal
characteristics of individuals who have successfully performed this job. Or, use the job
analysis data to determine the attributes you need from your “ideal” candidate. Your
recruiting planning meeting or email participants can also help determine these requirements
for the job specification.

High Level Overview of Job Requirements: In under ten bullet points, cite the key
components and requirements of the job you are filling.

A job specification is useful for recruiting as it helps you write your job postings and your
website recruiting material. The job specification is also useful for distribution in social
media, for screening resumes, and for interviewers.

See a sample job specification

<>The marketing manager is responsible for the overall management of the marketing
department. The following requirements (job specifications) were determined by job analysis
and derived from the job description as crucial for success in the marketing manager role.
The successful candidate for the marketing manager position will possess these
qualifications.

Experience - Marketing Manager:

 10 years of progressively more responsible positions in marketing, preferably in a

similar industry in two different firms.
 Experience supervising and managing a professional staff of seven.

Education - Marketing Manager:

  Bachelors Degree in Marketing or a related field required.
 Masters in Business or Marketing preferred.

Required Skills, Knowledge and Characteristics - Marketing Manager:

These are the most important qualifications of the individual selected as the marketing
manager.

 Strong effective communicator.

 Highly developed, demonstrated teamwork skills.
 Ability to coordinate the efforts of a large team of diverse creative employees.
 Demonstrated ability to increase productivity and continuously improve methods,
approaches, and departmental contribution. Commitment to continuous learning.
 Expert in Internet and social media strategy with a demonstrated track record.
 Demonstrated effectiveness in holding conversations with customers, customer
evangelism, and customer-focused product development and outreach.
 Demonstrated ability to see the big picture and provide useful advice and input across
the company.
 Ability to lead in an environment of constant change.
 Experience working in a flexible, employee empowering work environment.
Structured or large company experience will not work here.
 Familiarity and skill with the tools of the trade in marketing including PR, written
communication, website development, market research, product packaging, Microsoft
software suite of products, visal communication software products, and creative
services.
 Experience managing external PR and communication consulting firms and
contractors.
 Experience in the global marketplace is a plus.

High Level Overview of Job Requirements - Marketing Manager:

The selected marketing manager must be able to perform effectively in each of these areas:

 Researching and evaluating new product opportunities, demand for potential products,
and customer needs and insights.
 Overall marketing strategy and execution of plans for the existing products.
 Working with product development teams to manage new product development.
 Managing launch campaigns for new products.
 Managing distribution channels for products.
 Ensuring effective, branded marketing communications including the company
website, print communication, and advertising.
 Managing media and marketing staff and external PR agencies.
 Analysis of the effectiveness of all marketing efforts.

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<job descry>

Definition:

Job descriptions are written statements that describe the:

 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 following is a Marketing Manager Job Description Sample. The use of this material is free provided
copyright is acknowledged and reference or link is made to the www.salescareersonline.com web site.

Job Description: Sales Careers Online

Title: Marketing Manager

Department: Marketing Division - Los Angeles, California

Reports to: Vice President - New York, New York

Job Objective:

Responsible for developing and maintaining marketing strategies to meet organizational

objectives. Evaluates customer research, market conditions, competitor data and implements
marketing plan changes as needed. Oversees all marketing, advertising and promotional staff
and activities.

Responsibilities:
  Responsible for the marketing of professional online recruiting services tailored
exclusively to the sales and marketing industry.
 Demonstrates technical marketing skills and product knowledge of
SalesCareerOnline.com’s Sales Recruiting System.
 Develops annual marketing plan in conjunction with sales department, which details
activities to follow during the fiscal year, which will focus on meeting organizational
objectives.
 To manage the Marketing Department Budget. Delivery of all marketing activity
within agreed budget. Direction of marketing staff where budgets are devolved.
 To manage all aspects of print production, receipt and distribution.
 The achievement of frequent, timely and positive media coverage for Sales careers
Online and it’s programs across all available media.
 Managing the entire product line life cycle from strategic planning to tactical
activities.
 Specifying market requirements for current and future products by conducting market
research supported by on-going visits to customers and non-customers.
 Driving a solution set across development teams (primarily
Development/Engineering, and Marketing Communications) through market
requirements, product contract, and positioning.
 Developing and implementing a company-wide go-to-market plan, working with all
departments to execute.
 Analyzing potential partner relationships for Sales Careers Online product lines.

Relationships and Roles:

Internal / External Cooperation

 Demonstrate ability to interact and cooperate with all company employees.

 Build trust, value others, communicate effectively, drive execution, foster innovation,
focus on the customer, collaborate with others, solve problems creatively and
demonstrate high integrity.
 Maintain professional internal and external relationships that meet company core
values.
 Proactively establish and maintain effective working team relationships with all
support departments.

Job Specifications:

 4-6 years of sales experience in the marketing industry.

 Experience with enterprise software solutions and large, complex organizations.
 Extensive experience in all aspects of developing and maintaining marketing
strategies to meet organizational objectives.
 Strong understanding of customer and market dynamics and requirements.
 Willingness to travel and work in a global team of professionals.
 Proven ability to oversees all marketing, advertising and promotional staff and
activities.
>>>>>>>>>>>>>>>>>>>>>>>>

Manager - Plant Personnel

 He possesses knowledge of commonly used approaches to employee management, is aware

of the employee relations climate and issues that exist in the workplace, has a clear
understanding of the basic underlying drivers and concerns of people in workgroups, and
develops rapport with colleagues and juniors in his workgroup.
 He actively participates and spearheads the work group/ individual initiatives that positively
influence the work culture, open up communication and develop involvement and
ownership of the larger community with the company.
 He is responsible for maintaining and implementing staff, workman and managerial policies
and services related to the terms and conditions of service, employee welfare and over all
well-being and various related amenities, facilities and schemes.  
 He needs to possess knowledge of cost/ overheads of various kinds of processes, systems
and decisions.  
 He needs to have basic understanding of HR strategy and organisation development,
recruitment, reward, performance and learning, environment management.  

Manager - Corporate HR

 He is responsible for coordinating and conducting the executive recruitment process, by

using various relevant tools and processes to cull out information and data for the process.
Based on the overall recruitment plan he is responsible for making a systematic recruitment
schedule and set up systems for administering recruitment.
 He possesses knowledge of commonly used approaches to employee management, has a
clear understanding of the basic underlying drivers and concerns of people in workgroups,
and develops rapport with colleagues and juniors in his workgroup.
 He actively participates and spearheads the work group/ individual initiatives that positively
influence the work culture, open up communication and develop involvement and
ownership of the larger community with the company.
 He is responsible for maintaining and implementing managerial policies and services related
to the terms and conditions of service, employee welfare and over all well-being and various
related amenities, facilities and schemes.
 He needs to have a basic understanding of HR strategy and organization development,
reward, performance and learning and environment management and employee relations.
 He is extensively involved in coordinating and conducting administering and monitoring the
effectiveness of the training and development process for the executive work-group.
 He is extensively involved in coordinating, conducting, administering and monitoring
effectiveness of the performance management process.

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Manager - DBU HR

 He is responsible for coordinating and conducting staff recruitment process, by using various
relevant tools and processes to cull out information and data for the process. Based on the
overall recruitment plan he is responsible for making a systematic recruitment schedule and
set up systems for administering recruitment.
 He possesses knowledge of commonly used approaches to employee management, has a
clear understanding of the basic underlying drivers and concerns of people in workgroups,
and develops rapport with colleagues and juniors in his workgroup.
 He actively participates and spearheads the work group/ individual initiatives that positively
influence the work culture, open up communication and develop involvement and
ownership of the larger community with the company.
 He is responsible for maintaining and implementing managerial policies and services related
to the terms and conditions of service, employee welfare and over all well-being and various
related amenities, facilities and schemes.  
 He needs to have a basic understanding of HR strategy and organization development,
reward, performance and learning and environment management and employee relations.
 He is extensively involved in coordinating and conducting administering and monitoring the
effectiveness of the training and development process for the staff work-group.
 He is extensively involved in coordinating, conducting, administering and monitoring
effectiveness of the performance management process.

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Manager - GBU HR

 He is responsible for coordinating and conducting staff recruitment process of GBU and for
all cadres in the Powder Coating subsidiary , by using various relevant tools and processes to
cull out information and data for the process. Based on the overall recruitment plan he is
responsible for making a systematic recruitment schedule and set up systems for
administering recruitment.
 He possesses knowledge of commonly used approaches to employee management, has a
clear understanding of the basic underlying drivers and concerns of people in workgroups,
and develops rapport with colleagues and juniors in his workgroup.
 He is responsible for setting compensation and benefits strategy and objectives with a view
to attract, motivate and retain employees for Powder Coating subsidiary.
 He extensively participates in negotiation, mediation, influencing and communicating
processes in the manufacturing units associated with the business unit and Powder Coating
subsidiary.
 He is responsible for effective Payroll administration in the Powder Coating subsidiary.· He is
responsible for building an effective network and liaison with Government authorities and
officials of labor department for Powder Coating subsidiary.
 He actively participates and spearheads the work group/ individual initiatives that positively
influence the work culture, open up communication and develop involvement and
ownership of the larger community with the company.
 He is responsible for maintaining and implementing managerial policies and services related
to the terms and conditions of service, employee welfare and over all well-being and various
related amenities, facilities and schemes in the Business unit as well in the Powder coating
subsidiary.
  He needs to have a basic understanding of HR strategy and organization development,
reward, performance and learning and environment management and employee relations.
 He is extensively involved in coordinating and conducting administering and monitoring the
effectiveness of the training and development process for the staff work-group and for all
employees in powder coating subsidiary.
 He is extensively involved in coordinating, conducting, administering and monitoring
effectiveness of the performance management process.

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