In this company, job description was done when the company was small and the description has made the company to prosper. Adjusting the descriptions to cater for the increase in demand for work force and resources poses a challenge, which must be well considered. If the description is not done to reflect the current situation, then the company may collapse or run in losses. For a proper transition, the description must be addressed to cater for the existing employees as well as the intended workers to be employed. Maintaining job description is a fundamental issues company must look into so as to have continuity and flow of work without many problems. Job descriptions, as a management instrument, can significantly simplify a company's human resource management (Heneman, & Judge, 2009).
Precise, up-to-date work descriptions ensure that the significant work of any company is completed. Taken together, all of a company's job descriptions must outline how the job of achieving its task will happen. Job descriptions elucidate responsibility, power, and reporting mechanism and ensure that earnings structures are suitable and competitive. Employees make use of them to answer questions concerning the company and pay arrangement, training, career development and termination. To make certain that the job descriptions accurately mirror the company requirements and stay updated, include them into your review, hiring, planning, promotion and termination procedures. When a company makes these considerations as part of its work cycle, it stays updated and accurate.
Current job description must outline the problem and a way to solve it. The problem is expansion, need of additional resources, increased work force, hiring procedures for these new addition employees, and finally harmonization processes between current employees and new ones. Recruiters and human resource managers rely on precise and brief job descriptions to reorganize the request and interview procedure and to evaluate work performance after an individual has been hired. Job descriptions and qualifications usually comprise responsibilities and duties, required stages of education and job experience, remuneration and benefits given to employees in exchange for their effort, and information concerning the work environment. Job descriptions also may consist of helpful details tackling other work-related challenges, such as the position's tour obligations, regular work schedule, physical place where duties of job will be undertaken, union condition, supervisory associations and affairs, bonuses, and any other requirement directly pertinent to the implementation of any and all tasks associated with the work (Halcrow, December 1, 1992). These are the current issues that must be undertaken in this situation so as to enable a smooth transition and flow of work.
A job description clarifies job functions and related reporting relationships, assisting employees comprehend and appreciate their jobs. Job descriptions support in maintaining a reliable salary structure. Performance assessments may be based on job particulars. Well-written duty instructions contain action words, which precisely describe what is happening in the company at any given time. Duty declarations should focus on current, primary, normal, daily tasks and responsibilities of the station or work criteria. Related or similar tasks should be joint and written as one declaration. Each duty report should be a circumspect, identifiable feature of the work assignment, explained in one to three sentences, and be supposed to be outcome-based, allowing for alternate means of performing the duty, changes in skill, favorite of employees and supervisors, and adjustment of workers with disabilities, without altering the nature of, and/or the responsibility itself.
When designing a job description use of clear and concise language is very essential. Do not use technical, ambiguous, or elaborate words that may confuse employees. Use nondiscriminatory words, which have no gender prejudice or partiality. Describe only the responsibilities, skills, and acquaintance required for the position do not overstate or understate any of them. Describe the every position, and job as it exists at the moment rather than how it used to be in the precedent or the way it will be in the prospect. For this company, it is a process of expansion its job description criteria differ from the new position advertisement. Harmonizing the work force is a challenge since existing employees may pose stagnating approaches so as not to allow the new recruits enjoy their work. The proposal must reflect all these considerations and implement them effectively.
Before hiring new workers, The InAndOut, Inc. company must review the job descriptions to recognize the hiring profiles and recommended requirements. This is a chance to modernize and upgrade the description if required. After the hiring, orientation must reflect the current state of the company not in the past this should include a review of current job duties and responsibilities. Update with every productivity review. Integrate the job account document into the sensitivity of the regular performance evaluation process. In preparation for each worker's annual performance assessment, ask him to analysis and bring any recommended edits to his job report. This discussion increases clarity and removes ambiguities or blunders in fast-changing work situations. These particular practices must have set times for review and evaluation so as to assist in company evaluation. The job descriptions should be able to attract and give factual details of job so as not to create confusion in the future (Wanous, 1992).
The following should be catered for during job description documentations. Discover how tactical changes impacts labor force requirements when you carry out business or company planning. The most influential job descriptions are ones that precisely gather the requirements of present and preferred organizational and employee expansion. Be sure to capture altered requirements in work descriptions, including responsibilities to be accomplished and new competencies. Whatever the organizational system, responsibility and power are delegated. Always make certain that your job descriptions evidently state who has the power for what.
The level of details entailed in the job description statements of a company must give monitoring measures of employee's execution of duties. Companies do take job description as a serious because it can either make a company grow or collapse. It requires accurate details that relate with the job being described without much exaggeration. Companies like InAndOut Inc. that function in flexible working surroundings in which employee duties are flexible, and prospect transform may find the expedition to define a variety of job parameters to be a discouraging one. The quintessence of the trouble is how clear directions, where these are desirable, can be acquiescent with flexible work criteria, wrote Watson, Belbin, and West in People Management. One tactic to this is for a human resource manager to set up a work as a functioning suggestion on how the job should be carried out. In addition, a method of ongoing feedback to check whether the work is happening as expected must be put in place. Thus, the limitations and content of the occupation can be defined via an interactive communication procedure (Degner, November-December 1995).
For any company prosperity, projection into the future must be taken into consideration. The company should put flexible and manageable job specification, which allows future expansion and ensures continuity of the job. Every new job description must reflect the current state of the economy and job environment.
Job description and specification are essential for the growth of any company. Since this tackles workforce directly, it must be factual and well implemented. The InAndOut Inc. human resource management must reflect the current state of the company. Workforce harmonization must be taken care of very well.