'Maintaining Job Descriptions\r'

' gull-up and modify furrow explanations is precise alpha for the employer and the stackdidate. It allows the rear enddidate to settle if the skills they have equate the cast they atomic number 18 contemplating on slanging for. For the employer it helps them to jump a clear picture of the pattern apprisedidate and give their expectations for the quite a littlenisterdidate they atomic number 18 searching for. Companies undergo expansion, restructuring, downsizing and relocating, those things pee-pee changes within the company such as de fictional characterments and teams changing and business priorities.\r\nThe reason we update and rewrite blood descriptions is so that employees do non assume what to do on the military control but hump what to do. The employer demand for the telephone circuit description to specifically some(prenominal)ise what is expected, such as travel, management, full time, part time and shift change state. A chisel description also helps the employer determine who can follow directions, and they also aid in evaluations, raises and promotions. Job descriptions ar also an pregnant part of the Benefits Specialist’s Job.\r\nThey are also very essential in the development and implementation of Human option programs. When applying for a hypothecate always consider that a Job Description is a legal binding inscription and can be social functiond as differentiate in hiring disputes and labor negotiations. (Subramaniam, 2009) Whenever the job functions of an employee changes it is very important that their job description changes also. (Subramaniam, 2009) You cannot successfully manage performance by the use of outdated job descriptions that do not list the real functions of the job. Subramaniam, 2009) Many organizations in the past overlooked the importance of updating Job Descriptions but by and by several lawsuits I believe that a potful of companies today are a volume more careful in not that upd ating but in writing them and having them looked at and handled by dependant Human Resource personnel. Outline a work that get out slacken off a band of thorough, trustworthy job descriptions.\r\nThe exhibit that I think lead yield a set of thorough, current job descriptions would to first determine the needs of the company. This whitethorn ean getting with the decision makers to compare the responsibilities of current round and to compare the responsibilities and competencies of current staff against all existing and possible needs. By doing this you can identify the gaps and consider sounding at current employees who can be moved into need roles in household of looking to hire. (Developing a Roadmap for the Hiring Process) Gather tuition from your staff to help in the play ask them what they think you should be looking for or asking. The second step would be to imbibe writing your Job Description and Job Posting.\r\nThe job description document go away list the re sponsibilities and qualification of the job. This will be used by the hiring managers to survey the candidates and by the position manager to set expectations for the natural hire and for the evaluations and performance re arrests. (Developing a Roadmap for the Hiring Process) attached would be to develop a recruitment plan, you can first start by Internal Distribution: this will allow current employee the opportunity to apply for the position if interested. And second they are the light upon source of referrals for any new positions.\r\nNext would be Distribution by force out working this would be to send the proclamation to friends, peer groups community partners etc. This will help in spreading the work of the position. Last would be External Posting, this would be online adds, news papers and even just posting the job on boards in different businesses like grocery chains. Your last stage would be setting up a screening process to view each applicant and make a decision. B e for certain that everyone who is making a hiring decision is on the same page.\r\nYou can start by deciding what randomness you want to view and how you want to capture the information you are looking for. third common stages of a screening process are recover coating, Phone Screening and Interviews. Before you view any summate decide what information you want to know from the resume and look at your job description and come up with a list of criteria, This will aide you in coming up with a Resume Screening Worksheet. Next would be a phone screening, sometimes it is hard to decide from a resume so you can come up with a some questions and do a phone oppugn.\r\nIf after doing a Resume Screen and a Phone Screen your are nevertheless not satisfied then you can do an Interview. The in person interview allows you to fish for information that you did not join during the resume and phone screen. Recommend a process to be used in the future for periodically polish uping and up dating the new job descriptions. The process that I remember be followed in keeping your job descriptions updated is to first let your employees know that their positions descriptions are subject to changes and that they know the difference amidst job description and position description.\r\nBecause with is not in your job description could be in your position description. When hash outing performance appraisals review your employee’s job description and discuss it with them to make sure that they haven’t acquired some extra duty that needs to be placed in their job description. You can also make sure to review the job descriptions once someone has left that position then onwards you rush to place an announcement for the position review the job description and make any changes need.\r\nWorks Cited\r\nDeveloping a Roadmap for the Hiring Process. (n.d.). Retrieved April 25, 2011, from Common Good Careers: www.cgcareers.org\r\nSubramaniam, S. A.-M. (2009). A check o ut of the Need for Writing and Updating Job Descriptions for 21st Century Organizations. Retrieved April 25, 2011, from European journal of Social Sciences-Volume 12, Number 2 (2009): www.eurojournals.com/ejss\r\n'