Dear Friends, Pl guide me what is the difference between Job Description,Job Specification & Job evaluation with some example. Regds, Vikram Singh vikramsingh70@gmail.com 09810102421
From India, Delhi
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108From India, Delhi
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Job Specification - What the job requires from a person in terms of qualifications, such as having an MBA in HR with 2 years of experience.
Job Description - Outlining the responsibilities of the person in that job, like managing Performance appraisals, reporting to the Head of the department, and other related tasks.
Job Evaluation - Involves analyzing the job's usefulness and impact, considering factors such as the candidate's fit for the position, the salary package (CTC) and its feasibility, and the advantages it can provide.
This is the best example I can provide for you. I hope you find it helpful. I am interested in having further discussions on this topic.
Regards, VINAY
From India
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Job Description - Outlining the responsibilities of the person in that job, like managing Performance appraisals, reporting to the Head of the department, and other related tasks.
Job Evaluation - Involves analyzing the job's usefulness and impact, considering factors such as the candidate's fit for the position, the salary package (CTC) and its feasibility, and the advantages it can provide.
This is the best example I can provide for you. I hope you find it helpful. I am interested in having further discussions on this topic.
Regards, VINAY
From India
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Yes, very much complete. Just missed out the point that the applicant needs to understand what the job has that interests him/her, viz., would growth would be, CTC, etc.
From United States, San Diego
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From United States, San Diego
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Job Analysis Information has three applications, viz., job description, job specification, and job evaluation.
Job Description: It is a statement of duties, tasks, and activities of a position. It elucidates the primary and secondary activities of a position. It also presents the reporting relationship and the conditions under which the position holder should work (for example, desk job, a lot of traveling involved, always on the field, etc).
Job Specification: It is a statement of the eligibility criteria. It describes the qualifications and skills required for the position.
Job Evaluation: It is a process of estimating the worth of a job in order to fix the salary/wage. There are many methods used to evaluate a job, such as the point method, factor comparison method, etc.
Regards,
Dr. Prageetha
From India, Warangal
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Job Description: It is a statement of duties, tasks, and activities of a position. It elucidates the primary and secondary activities of a position. It also presents the reporting relationship and the conditions under which the position holder should work (for example, desk job, a lot of traveling involved, always on the field, etc).
Job Specification: It is a statement of the eligibility criteria. It describes the qualifications and skills required for the position.
Job Evaluation: It is a process of estimating the worth of a job in order to fix the salary/wage. There are many methods used to evaluate a job, such as the point method, factor comparison method, etc.
Regards,
Dr. Prageetha
From India, Warangal
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With a job description, job specification, and job evaluation, these two are also important components of job analysis:
JOB ENRICHMENT AND JOB ENLARGEMENT:
JOB ENRICHMENT:
Job enrichment in organizational development, human resources management, and organizational behavior is the process of improving work processes and environments so they are more satisfying for employees. Many jobs are monotonous and unrewarding. Workers can feel dissatisfied in their position due to a lack of challenge, repetitive procedures, or an over-controlled authority structure. Job enrichment tries to eliminate these dysfunctional elements and bring better performance to the workplace.
Job enrichment, as a managerial activity, includes these two steps technique:
1. Turn employees' effort into performance:
- Ensuring that objectives are well-defined and understood by everyone. The overall corporate mission statement should be communicated to all.
- Individual's goals should also be clear. Each employee should know exactly how she fits into the overall process and be aware of how important her contributions are to the organization and its customers.
- Providing adequate resources for each employee to perform well. This includes support functions like information technology, communication technology, and personnel training and development.
- Creating a supportive corporate culture. This includes peer support networks, supportive management, and removing elements that foster mistrust and politicking.
- Free flow of information. Eliminate secrecy.
- Provide enough freedom to facilitate job excellence. Encourage and reward employee initiative. Flextime or compressed hours could be offered.
- Provide adequate recognition, appreciation, and other motivators.
- Provide skill improvement opportunities. This could include paid education at universities or on-the-job training.
- Provide job variety. This can be done by job sharing or job rotation programs.
- It may be necessary to re-engineer the job process. This could involve redesigning the physical facility, redesigning processes, changing technologies, simplifying procedures, eliminating repetitiveness, and redesigning authority structures.
2. Link employees' performance directly to reward:
- Clear definition of the reward is a must.
- Explanation of the link between performance and reward is important.
- Make sure the employee gets the right reward if performance is good.
- If a reward is not given, an explanation is needed.
JOB ENLARGEMENT:
Job enlargement means increasing the scope of a job by extending the range of its duties and responsibilities.
This contradicts the principles of specialization and the division of labor whereby work is divided into small units, each of which is performed repetitively by an individual worker.
The boredom and alienation caused by the division of labor can actually cause efficiency to fall. Thus, job enlargement seeks to motivate workers through reversing the process of specialization.
Hope this gives you a clear understanding.
Cheers,
Archna
From India, Delhi
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JOB ENRICHMENT AND JOB ENLARGEMENT:
JOB ENRICHMENT:
Job enrichment in organizational development, human resources management, and organizational behavior is the process of improving work processes and environments so they are more satisfying for employees. Many jobs are monotonous and unrewarding. Workers can feel dissatisfied in their position due to a lack of challenge, repetitive procedures, or an over-controlled authority structure. Job enrichment tries to eliminate these dysfunctional elements and bring better performance to the workplace.
Job enrichment, as a managerial activity, includes these two steps technique:
1. Turn employees' effort into performance:
- Ensuring that objectives are well-defined and understood by everyone. The overall corporate mission statement should be communicated to all.
- Individual's goals should also be clear. Each employee should know exactly how she fits into the overall process and be aware of how important her contributions are to the organization and its customers.
- Providing adequate resources for each employee to perform well. This includes support functions like information technology, communication technology, and personnel training and development.
- Creating a supportive corporate culture. This includes peer support networks, supportive management, and removing elements that foster mistrust and politicking.
- Free flow of information. Eliminate secrecy.
- Provide enough freedom to facilitate job excellence. Encourage and reward employee initiative. Flextime or compressed hours could be offered.
- Provide adequate recognition, appreciation, and other motivators.
- Provide skill improvement opportunities. This could include paid education at universities or on-the-job training.
- Provide job variety. This can be done by job sharing or job rotation programs.
- It may be necessary to re-engineer the job process. This could involve redesigning the physical facility, redesigning processes, changing technologies, simplifying procedures, eliminating repetitiveness, and redesigning authority structures.
2. Link employees' performance directly to reward:
- Clear definition of the reward is a must.
- Explanation of the link between performance and reward is important.
- Make sure the employee gets the right reward if performance is good.
- If a reward is not given, an explanation is needed.
JOB ENLARGEMENT:
Job enlargement means increasing the scope of a job by extending the range of its duties and responsibilities.
This contradicts the principles of specialization and the division of labor whereby work is divided into small units, each of which is performed repetitively by an individual worker.
The boredom and alienation caused by the division of labor can actually cause efficiency to fall. Thus, job enlargement seeks to motivate workers through reversing the process of specialization.
Hope this gives you a clear understanding.
Cheers,
Archna
From India, Delhi
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Hi I know that these are many useful in this forum. Any body can take a moment sending it to my email. Tks in adv
From Vietnam,
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From Vietnam,
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