JOB DESCRIPTION AND ANALYSIS

Part 2: Job Description and Job Analysis Instructions

You will complete this assignment in 2 parts: the Job Description and the Job Analysis.

JOB POSITION: Social and Human Service Assistants

Job Description

There are several examples of job descriptions. Exhibit 2.6 (in Part 2 Exercise 30) of the Nkomo et al. (2011) text provides a template for the position that you are researching. You will create an original job description. Do not copy a job description used by O*NET, on the internet, from a printed resource, or already completed by anyone or any organization. You may gather ideas and information from these resources and then decide what information and what elements for the job description are necessary. Spend time investigating what you need to complete this project. There are many great resources to help you. Consult the Heneman et al. (2015) text. It provides many of the needed resources and hints for accomplishing your task. SHRM.org and O*NET are great places to start (remember the O*NET resource is a required resource for this project). No in-text citations are to be included in the job description itself; they must appear in the discussion of the job analysis that is to follow. You do not need to include a title page prior to the job description. Note that a job description is the end result of a job analysis process, not the beginning. Take a look at Chapter 4 of the Heneman et al. (2015) text for details of the job analysis process to help you on the way to the job analysis.

SAMPLE/EXAMPLE: JOB DESCRIPTION

1. Exhibit 2.6

Sample Job Description

Job Title: Shift Supervisor

Position Purpose: The purpose of this position is to maintain a safe and efficient plant operation through directing the activities of the operation’s personnel and providing a management support function for the plant superintendent.

Typical Job Duties:

1. Directs the activities of the operations personnel and coordinates the activities of the maintenance personnel.
   1. Issues written communication to employees concerning personnel policies and operational concerns.
   1. Administers a maintenance request program through collecting requests, scheduling, and recording maintenance activities.
   1. Administers the plant tagging procedure.
   1. Conducts the training and safety programs for shift employees.
   1. Schedules shift assignments to reflect workload and vacation schedules.
   1. Performs administrative tasks such as recording workers’ time, maintaining records concerning operational activities, and updating written procedures.
   1. Prepares annual budget for assigned plant area and maintains the inventory level on these items.
   1. Appraises performance of shift employees annually.
   1. Counsels employees on disciplinary problems and job-related performance.
   1. Assumes plant superintendent’s duties when assigned.

Physical Requirements: Walking and climbing stairs

Working Conditions: Good, some noise

Equipment and Machines Used: CRT, spectrometer, PH meter, conductivity meter

Reporting Relationships: The shift supervisor reports directly to the plant superintendent. The shift supervisor directs the control room operator, two or more utility operators, trainees, and other assigned personnel, and coordinates the activities of the maintenance personnel present on shift.

Qualifications:

Education: Associate degree or equivalent training (e.g., management training classes) OR five (5) years of management experience.

Related Experience: Minimum of three (3) years as a control room operator for a coal-fired boiler operation.

Job Knowledge/Skills Required:

1. Comprehensive understanding of plant systems.
   1. Fundamental understanding of electrical systems and motor control centers.
   1. Thorough knowledge of boiler chemistry.
   1. Comprehension of flow, logic, and electrical prints.
   1. Ability to perform elementary mathematical and algebraic calculations.
   1. Communication and human relations skills.
   1. Ability to operate CRT, spectrometer, PH meter, and conductivity meter.
   1. Managerial skills.
2. if time permits, the entire class should discuss the various uses of job descriptions and the effectiveness of the interview as a method of job analysis.

Job Analysis

You will write a 6–8-page paper that addresses the 6 questions at the end of this document. When formatting your paper, the job description must be placed first (before the title page). The job description, title page, and reference page do not count toward the required number of pages. You must include an introduction and a conclusion to the paper. The topic of the questions may be used as section headings to assist in the flow of the paper (e.g., job analysis methods, process, and sources used, essential functions for the position, etc.). You must include at least 5 peer-reviewed resources. Course materials must also be included in your paper, but do not count toward the total number of resources used.

1. What methods, processes, and resources did you use in the job analysis? How did this lead to your final job description? This is the point where you must make reference to the sources that you consulted in creating the job analysis, but be sure that most of the discussion focuses on the processes. Look at Chapter 4 of the Heneman et al. (2015) text for details on the job analysis.
2. How did you decide on what knowledge, skills, and abilities were “essential job functions” for this position? How do you recommend that a company update and maintain job descriptions? When should this description be reviewed?
3. What methods, process, and resources might you use if you were conducting this job analysis for an organization and wanted it to be thorough and complete? For example, would you work with a method such as the use of a committee on the process, or a resource such as an employee’s work journal?
4. Discuss 3 external recruitment resources and 1 internal resource for this position. Discuss 1 additional recruitment tool that you dismissed as inappropriate for this position and explain why.
5. Discuss 3 selection tools for the position and why you made those choices. Discuss 1 additional selection tool that you dismissed as inappropriate for this position and explain why. Make sure that the selection criteria you choose is measurable and legally defensible.
6. How can the job analysis process and resulting job description be used in areas of Human Resources apart from recruitment and selection?

Submit your assignment through SafeAssign as a draft to check for plagiarism before submitting it for points.

 

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