Job analysis works in identifying, compiling and analyzing three main important component of Job i.e. Here are the most critical components of a good job description. A functional specification template is a written document that details all specification and all components of a particular software product. Again, this job description and job specification are sent to applicants, so that they can comprehend the importance effectively. A job description contains the following components: job title, job purpose, job duties and responsibilities, required qualifications, preferred qualifications and working conditions. COMPONENTS OF A JOB SPECIFICATION • EXPERIENCE: –Number of years • REQUIRED SKILLS, KNOWLEDGE AND CHARACTERISTIC –Job Analysis data • EDUCATION – Degrees – Training or – Certifications 4. It is a document or statement which spells out the minimum levels of qualification, skills, physical and other abilities, experience, judgment and attributes required to … Job description and job specification are important because it is used by interviewers for recruiting candidates. What are the Key Components of a Good Job Description? Creating a job description. A job specification is a detailed description of the role, including all … JOB SPECIFICATION SAMPLE • MARKETING MANAGER. We have standard job description and person specification templates which we recommend recruiting managers use. Whether you are writing a contract or hiring a consultant directly, it pays off to write a detailed job description. Job Descriptions Job description -where the details regarding the job are given. JOB DESCRIPTION is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. It includes skills, qualification, knowledge and experience a person must possess to fill up that position. The following section seeks to illustrate this essential difference. It is important to write effective job descriptions and person specifications. It is a list of job duties, responsibilities,reporting, relationships, working conditions and supervisory responsibilities - one product of the job analysis ---Gary DesslerJob description is a broad, general, and written statement of a specific job, based on the findings of a job analysis. Job Specification – It translates the Job Description into terms of human qualities and qualifications which are required for successful performance of a job. It also known as man or employee specifications is prepared on the basis of job specification. It is descriptive in nature. Job Description differs from job specification, in the sense that the former is a statement that explains the essential needs of a job whereas the latter is a statement which states the least qualifications, required in the job holder for the performance of a particular job. Job Specification Examples. Another immediate outcome of job analysis is job specification. Job specification. The job specification is a brief version of the job description and will help you narrow the focus of your interview team questions and priorities when you are hiring an employee to fill this role. While a job description and person specification are not legal requirements, they will save you time in the long run. There are several components to a good job description (your agency may have specific and additional required sections depending on your agency’s human resource policies). Job description and job specification are the two essential components of job analysis. Job Descriptions and Person Specifications How to write a job description. According to Edwin B. Flippo, “A Job Specification is a statement of minimum acceptable human qualities necessary to perform a job … : 2. a detailed description…. Job specification is a statement of the minimum levels of qualifications, skills, physical and other abilities, experience, judgment and attributes required for performing job effectively. >> Kind of qualifications and academic background required for jobs. Components of Job Analysis in HR Job Description. The Job Analysis process to conduct a study on the data collected on the job to find out the real human requirement of the Job such as Job activities its attributes and other important tasks required for performing a specific Job. They are also key documents for anyone once they are in post, providing a reference point for Continuous Professional Development (CPD) and for staff appraisal and performance management … there are different components of job analysis, job description, job specification, and job evaluation. Job specification A skilled worker, regardless of the job description, remains a treasure Human Resources Management By : Dhrubaji Mandal Slideshare uses cookies to improve functionality and performance, and to provide you with relevant advertising. There are two outcomes of job analysis: >> Job description >> Job specification The information collected under job analysis is : >> Nature of jobs required in a concern. >> The relationship of the job with other jobs in the concern. Writing an accurate job description involves breaking the job down in to its component parts and defining the key objectives. >> Nature/ size of organizational structure. 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