RUNNING HEAD: ANALYZING A JOB-REWRITING JOB DESCRIPTION
Analyzing a Job-Rewriting a Job Description
To properly define a job description, one must refer to a job description as “an abstract of a job analysis containing the classification of and requirements for a job, used in hiring and placing prospective employees” (Dictionary.com, LLC, 2011). A thorough and precisely written job description will attract a targeted group of candidates. It can also aid in the filtering of unqualified potential applicants. Before the development of a job description, there should be a need and purpose for the position within the organization. Once the need and purpose is determined, the next step is to create a job description. In creating a job description several factors must be taken into consideration; specific responsibilities of the job, educational, and experience requirements and any additional desired or necessary qualifications (Thomas, 2011). In writing a job description one must determine the purpose of the position and the desired outcomes that will result in optimal performance of the job. One should keep in mind how the position will benefit the company and fit into the “big picture” of the organization’s goals. A thorough outline and detailed description of the major responsibilities of the position should be written first and the tasks that would complement their respective responsibilities, second. An example of that would be a Hostess at a restaurant. Their job responsibility would be to greet each guest upon entering the restaurant and thanking them for their visit before they leave. The tasks that would complement those specific responsibilities are to smile, be warm, friendly, and inviting to each guest. Once the responsibilities are determined and outlined the next step would be to determine the skills, experience, and educational requirements to accomplish the job successfully. In this step, it is helpful to keep in mind a performance review. In determining the necessary skills, experience, and educational requirements one wants, it is necessary to set certain outcomes and standards which are measurable, as would be in a performance review. For example, a retail store manager should possess the skills and experience required to have been initially promoted into the store manager position. Below is a copy of a job description from a job seekers website, Careerbuilder.com. Overview
We are currently looking for a Store Manager for our Seattle, WA location! Ideal candidates for the Store Manager Position will have a proven track record in leadership, outstanding customer service, merchandising and store operations. This position allows an experienced retail manager the opportunity to utilize their management skills and lead their store to flourish. As a Store Manager, you are the driving leadership force in the store. You will build and manage a top-notch team as well as support them so they can achieve success. Your leadership, inspiration and management can guarantee the success of the store! If you are high energy, enthusiastic, love fashion and expect the best from yourself and others we want to speak to you.
• Select, train and develop a highly performing team
• Drive sales and profitability
• Provide exceptional service to all customers and ensure Associates meet and exceed all customer service standards Duties include, but are not limited to:
• Store Operations: attainment of annual shortage goals, compliance with standards, property management and stock room management • Human Resources: training, coaching, conducting orientation and performance and recognition management • Expense Management: tracking of petty cash and supply spending, management of controllable expenses and safety awareness to create a safe environment Requirements
• At least 5 years of distinguished retail management experience • Proven...
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