Description
In this assignment, you will begin by performing a Job Analysis and then you will develop a Job Description and a Person (Job) Specification. The importance of this assignment will help you to understand and use some tools available for talent management planning.
You are an HR professional for a large corporation. You have been asked to do a job analysis for a full-time corporate accountant position that will be working in your company (This is not a free lance position.). As you do not have the luxury of actually collecting primary data from inside, you will use secondary data collected from the BLS and the O*NET websites (see course videos).
Using the accountant position proceed with the following questions:
1. Job Description
- What is a job description? Why is it important to have one for each position? What is it used for?
- Develop a job description for the in-house accountant position. (Use the Job Description form in the folder. Jim's Dilemma will explain how to fill it out.)
2. Person Specification
- What is a person specification? Why is it important to have one for each position? What is it used for?
- Develop a job specification for the in- house accountant position.
GUIDELINES
- Papers should be approximately 5-7 pages in length. All answers should be thorough and well-thought out. Remember, this is a graduate-level course and you will be graded accordingly.
- Papers should show knowledge of the material from this week's module and demonstrate the ability to synthesize the theory (not just repeat it back.).
- All papers must have a completed official NSU coversheet attached (see syllabus).
- Papers should be in 12 pt. (Arial, Times Roman) and doubled space with one-inch margins. Indent paragraphs (do not skip lines between them!
- Answers should be written in APA format. Use headings and subheadings (in APA format) to delineate questions and part of questions. Do not repeat the questions or number them.
- All papers should have page numbers with the body of the paper (not the coversheet) beginning on page one.
- The header at the top of each page should have your name and assignment number (ex. A Fiedler Assignment #1).
- Papers will also be graded on grammar, spelling, and appropriate APA formatting (headings, subheadings, paragraphs, page numbers, etc.). These are formal papers and should be written as such. Do not use contractions (isn’t, can’t) and write out single-digit numbers (six, rather than 6). Proofread your work carefully!
ALL paper should be written using APA format. It is best to refer to your APA Manual. If you do not have a manual yet, you may want to refer to the following website:
http://owl.english.purdue.edu/owl/resource/560/16/
Explanation & Answer
Attached.
Running head: TALENT MANAGEMENT
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Talent Management
Institution Affiliation
Date
TALENT MANAGEMENT
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Introduction
In any job analysis, job description and job specifications are two essential tools applied
by employers and recruitment teams to make the analysis of what they are looking for during
employee hiring process. In any hiring process, job analysis is used to collect a job-related set of
data that includes job description and specification. To ensure that the right candidate is picked
for the right job, there need to accurately define the two terms in order to assist the parties in
understanding what is required of them (Barrick, Shaffer & DeGrassi, 2009). This paper
discusses job description and job specification and gives more details on purpose of each.
Additionally, the paper highlights why it is necessary to have a job specification for each
position in an organization.
Job Description
A job description is a broad statement written down by an organization specific to a
particular job reflecting job analysis findings. According to Breaugh, (2017), the content of job
description includes duties, ideal candidate responsibilities, the scope of work and
responsibilities, terms and conditions of work, job title and designation and at least one level
above to whom the employee reports. It is from the job description that job specification is
developed.
The Importance and Use of Job Description
Any organization that is planning to hire can use a good job description to aid in the
recruitment process. The purpose of a job description is to use the necessary job-related data to
attract the talents that reflect the requirements of the job opportunity. In addition to using the job
description to advertise for a particular position, a well-developed job description also serves as a
TALENT MANAGEMENT
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performance management tool which is used to set goals based on the duties for a specific
position (Barrick Shaffer & DeGrassi, 2009). The other purpose of the job description is training
and development where the employer can use job description for career development.
Development of standardized compensation programs for each position depends on the job
description since no two positions are identical.
Job descriptions are also used to as measures of performance during recognition and
rewarding of employees who do exemplary well in their...
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