JOB DESCRIPTION AND JOB SPECIFICATION

JOB DESCRIPTION AND JOB SPECIFICATIONJOB DESCRIPTION (JD)A Job Description implies objective listing of job title, tasks, duties and responsibilities involved in a job.

It is descriptive in nature and defines the purpose and scope of a job.

The main purpose of writing a Job Description is to differentiate the job from other jobs and state its outer limits.CONTENTS OF JOB DESCRIPTIONJob Identification :- It includes job title, department, plant, name of place etc.

Job Summary :-Provides short definition which is useful as additional identification information.It serves as summary to orient readers towards understanding the detailed information which follows.

Job duties and Responsibilities :-States the duties to be performed on job with proper classification as primary, secondary and other duties.

Relation to other jobs :-Helps to locate the job in the organization by indicating the job immediately above and below it in the hierarchy.CONTENTS OF JOB DESCRIPTIONSupervision :-The number of persons to be supervised, their job titles and extent of supervision involved

Machines, tools and materials :-The Machines, tools and materials involved are included in job descriptionStates nature and complexity of job and helps devising training programmes.

Working Conditions :-Heat, cold , dust, noise levels, fumes etc.

Hazards :-States the risks involved and the possibilities of occurrence.

Purpose of a Job DescriptionThis list provides a guide for orienting students to the workplace and for defining expectations

The list of duties is used as the basis for the performance reviews that are provided at least twice during the work experience

Many may refer to the job description, skills and tasks in the future when they are developing portfolios, writing resumes and applying for jobs and colleges

Guidelines to writing an apt JDThe JD must describe the job as it is and as the job changes it must be updated

The organization must keep abreast with job content changes

Checking previous descriptions, interviewing incumbents, supervisors and co-workers is a must

Jobs must be revised on an annual basis commensurate to the performance reviews

The job description must not be considered the only aspect-applicants must be told that they might have to adapt as the situation goes

Job description should not include race, ethnicity, any form of discrimination and UNNECESSARY CRITERIA!Advantages & Disadvantages of a Job DescriptionAdv:It helps give clarity to the recruitment and selection processesAssists in the manpower planningIt helps chalk out training and development programsDisadv:It is a gist and is not detailed in terms of sub-tasksManagers may not get the right idea from the brief infoLots of human effort

JD Sample for an Account Development Manager on Monster.comThisaccount development managersample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Description:Account Development Manager

Account Development Manager Job Purpose:Develops new business by analyzing account potential; initiating, developing, and closing sales; recommending new applications and sales strategies.Account Development Manager Job Duties:Identifies development potential in accounts by studying current business; interviewing key customer personnel and company personnel who have worked with customer; identifying and evaluating additional needs; analyzing opportunities.Initiates sales process by building relationships; qualifying potential; scheduling appointments.Develops sales by making initial presentation; explaining product and service enhancements and additions; introducing new products and services.Develops new applications by preparing specifications; conferring with product engineering.Closes sales by overcoming objections; preparing contracts.Contributes information to sales strategies by evaluating current product results; identifying needs to be filled; monitoring competitive products; analyzing and relaying customer reactions.Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.

What is Job specification?

Also known as employee or person specification

A job specification is a description of specific skills, knowledge & abilities required to perform the job

It contains competencies either essential or desirable required for satisfactory performance of defined duties & tasks

Translates the Job Description into human qualifications so that a job can be performed in a better manner

Job specification helps in hiring an appropriate person for an appropriate position

It is written by a firm and outlines the type of person that the firm wants

Components of Job SpecificationJob title and designation Educational qualifications for that title

Level of experience

Physical and other related attributes

Physique and mental health

Special qualities, attributes and abilities

Maturity and dependability

Relationship of that job with other jobs in a concern

Technical and communication skills required to perform the job

Other FactorsIntelligence, memory, judgment, aptitude & emotional abilityAdaptability, flexibility, values, ethics, manners and creativityInterest and Hobbies (social activities, sports, etc)Additional details (willingness to work overtime, full time or part time)

Purpose of job specification

To identify certain personal qualities required in potential employees that will enable them carry out future duties

It enables the recruitment team to understand what qualifications, qualities & characteristics should be present in a candidate to make him/her eligible for the job opening

It helps candidates analyze whether are eligible to apply for a particular job vacancy or not

Advantages of Job Specification

Helpful in preliminary screening

It helps in giving due justification to each job

It helps in designing training & development programmes

It enables the supervisors for counseling and monitoring performance of employees

It helps in determining the value/worth of a job in relation to other jobs in an organization

It helps in selecting the right candidate

Examples of Job Specification

Difference between Job Description & Job Specification

About the job and what it entails

Tells you what you must do when selected

Information about the tasks & responsibilities expected to be performed

Helps supervisors to assign tasks and duties to the employees

About the attributes the firm is looking for in the right candidate

Tells you what you must have to be selected

Information about the level of experience and skills that a candidate must have to be selected for the job

Enables the management to have in mind the kind of candidate they are looking for

Job DescriptionJob Specification