Unit 2 P1
Job Description
A job description is a list that a person might use for general tasks, functions and responsibilities of a position. It may often include to whom the position reports to, specifications such as:
Job Title - To make sure applicant knows what job he/she is applying for
Location - To inform the applicant of where the job requires him/her to be
Description of the organisations business - To show what the applicant will be working with if employed
Purpose of job – To show what field of work inside the business the applicant will be in and what the main use of the position is to the business
Main tasks – To inform the applicant what sort of tasks they will be doing in their position
Hours of work - So that the applicant knows how any hours he will be working per week
Standard of work required – So that the applicant knows what the level of standard required for the work.
Pay and benefits – To inform the applicant of the salary he/she will be achieving
Promotion prospects – To show the applicant what future promotions may be available to him/her if their standard of work meets the requirements consistently and/or their punctuality and attendance to work are consistently high.
A Job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms of Reference. The person/job specification can be presented as a stand-alone document though in practice, it is usually included within the job description.
Example of job description:
Person Specification
The person specification is to extend the job analysis. It is a profile of the candidate required for the work and is submitted with the job.
A person specification is written by the firm and outlines the
A job description is a list that a person might use for general tasks, functions and responsibilities of a position. It may often include to whom the position reports to, specifications such as:
Job Title - To make sure applicant knows what job he/she is applying for
Location - To inform the applicant of where the job requires him/her to be
Description of the organisations business - To show what the applicant will be working with if employed
Purpose of job – To show what field of work inside the business the applicant will be in and what the main use of the position is to the business
Main tasks – To inform the applicant what sort of tasks they will be doing in their position
Hours of work - So that the applicant knows how any hours he will be working per week
Standard of work required – So that the applicant knows what the level of standard required for the work.
Pay and benefits – To inform the applicant of the salary he/she will be achieving
Promotion prospects – To show the applicant what future promotions may be available to him/her if their standard of work meets the requirements consistently and/or their punctuality and attendance to work are consistently high.
A Job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification or may be known as Terms of Reference. The person/job specification can be presented as a stand-alone document though in practice, it is usually included within the job description.
Example of job description:
Person Specification
The person specification is to extend the job analysis. It is a profile of the candidate required for the work and is submitted with the job.
A person specification is written by the firm and outlines the