job description & specification

job description:

One of the major results of jobanalysis is the job description, it is a written sheet of what will candidates do when they will be an employees, how and where they will perform what they have to do.

Job description provide us several information about title position, relationship white upline and downline , responsibilities, duties and others.

We will explain briefly:

- Job title: describing any job must identify the title of this job holder, such as sales man, sales manager, data entry clerk … etc

- Responsibilities, Tasks and Duties: describing of what the job holder does, how the job holder does it and for what, it should be detailed Responsibilities and duties of job holder, some of jobs need more than page to describe  the job and other jobs maybe need less than 4 lines. Whatever work, write Responsibilities, Tasks and Duties (RTD) is the major function of job description.

- Relationships: show the jobholder relationships with uplines (report to), downline (supervise on), peers (all employees in the same line) and relationships outside the company if the job need to deal with people outside the company.

- Authority: sensitive and pivotal jobs in the company need to determine and define the authority limit especially when making decisions.

Work conditions: such as heat of it was summer field work, noise or acoustic pollution or any potential risks.

- Other aspects like the department, salary range, position level.

job specification :

it is the second results of job analysis. it is also a written sheet, In most cases specification is part of the job description (in other cases it is a separate procedure)

write a job specification must answer the questions of what experience and trait are requirement to do the job, it shows the knowledge, skills, education, experience, abilities and all the Characteristics of the person who will hold this job.

we all know that people differ from each other in their personal characteristics, actually this is a confusing thing in the process of selecting the right person, based on this we will say confidently that the job specification no less important than the job description

Sometimes we called this section (I mean specification): generate KSAOs, as referred to knowledge, skills, ability and others.