Some Recent Trends in Writing Job Description for the Purpose of Job Evaluation: A Reflective View
Muhammad Ali EL-Hajji, PhD
Former Lecturer of Liverpool John Moores University
Liverpool Community College
In order for the organizations to have a fair, acceptable and reliable job evaluation, the need for having a professionally completed job description is inevitable, particularly when the organization concerned is NOT small in size. This paper focuses on job description for the purpose of holding job evaluation. Though management exercises and the literature show that job description has many usages such as recruitment and selection, training and development needs, performance appraisal and other organizational goals and activities, nonetheless these are NOT the areas or scope of this paper and thus they are not addressed here. Instead, this paper focuses mainly upon the job description, for job evaluation purposes, in the light of different approaches and views used in performing job description – from the traditional or standard methods to more recent ones where job definition, as a result of changes and technological progress, have to be frequently modified to prevent both it, and the job itself, from becoming outdated. In any event, job descriptions, generally, need to be regularly checked and reviewed in the light of on-going developments and the related concepts that affect the job content, job demands and job requirements. This is necessary in order to re-determine the rating of the job worth (job relativities).It is important to recognise that in this paper we describe the work itself, not the worker. We look at the work and its content (based upon accurate job description) regardless of such factors as gender, age, ethnicity, creed or levels of health. Otherwise, it means we yield to the unacceptable (and largely unlawful) doctrine that jobs should be systematically discriminatory.
Key Words: Job analysis, Job demands and construction, Job dynamism, Job evaluation, Methodologies / Approaches, Standard view V Resent views, related concepts.
In this paper we shall deal, briefly, with:
(a) job analysis with particular focus upon...
(b) job description for the purpose of job evaluation the process - as prerequisites. In so doing, the reader will have a logical flow of the subject matter, which in turn leads to capture an appropriate picture and understanding of the basic requirements, contents and dimensions of job description and the inevitable need for it, strictly, for the purpose of job evaluation. At this point the reader is smoothly taken to the different approaches employed for writing job descriptions with their dimensions and reasons that justify their style. 2.0 Job analysis
Job analysis is the yardstick for pay differentials.
“On the basis of job differences (that is job analysis results) and firm priorities, managers establish pay differentials for virtually all positions with the company.” J. J. Martocchio (1998: 14). Job analysis as a term is a punctilious and concisely written statement of the outcomes of systematically breaking down a job into its component parts or elements. It is a technical procedure that demands pre-scrutiny of specific tasks and responsibilities or duties for a particular job, its conditions, rates and levels of payment and the personal qualities or characteristics required for carrying out that job (i.e. the job’s demands). Thus, one may assume, job analysis is not an easy task if it is to be carried out successfully. 2.1 Job analysis is the key element needed for job evaluation Job analysis is an analytical process providing the organization with the relevant and necessary data and information that aids:© Centre for Promoting Ideas, USA www.aijcrnet.com 7
(a) The application of job comparison through which similarities and...