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Defining Job Descriptions

Defining Job Descriptions. Human Resources Management and Supervision. 2. OH 2- 1. Chapter Learning Objectives. Define job descriptions and explain their functions. Identify information needed for job descriptions.

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Defining Job Descriptions

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  1. Defining Job Descriptions • Human Resources Management and Supervision 2 OH 2-1

  2. Chapter Learning Objectives • Define job descriptions and explain their functions. • Identify information needed for job descriptions. • Explain how the Americans with Disabilities Act (ADA) affects the information in a job description. • Recognize differences between exempt and nonexempt positions under the Fair Labor Standards Act. • Recognize the need to update job descriptions.

  3. Job Descriptions in the Employment Cycle Job descriptions relate to several activities in the employment cycle.

  4. Job Specifications • Detail the qualifications a person should have to do the job • Examples • Education • Experience • Emotional and physical skills

  5. Job Descriptions and Performance Standards • Job descriptions • Indicate the duties that make up a job • Performance standards • Indicate how well a duty must be completed

  6. Job Description vs. Performance Standard Example of duty as a job description and as a performance standard

  7. Functions of Job Descriptions • For recruiting and screening • For hiring and orientation • For employee development and training • For performance programs and evaluations • For salary administration

  8. Classes and Grades

  9. Functions of Job Descriptions continued • Safety and security • Union relations • Legal proceedings

  10. Job Analysis • Provides detailed breakdown of duties in a position • Identifies skills, knowledge, attitudes, and experience needed for success in the position • Tells job’s environmental conditions

  11. Job Analysis continued Employees can help with job analysis tasks.

  12. Developing Job Descriptions • Job descriptions should be free of discriminatory language. • Information should be specific enough to indicate job tasks. • Job descriptions should not be so detailed that the job is defined in rigid terms.

  13. Components of Job Description • Job identification information (title) • Position supervisor • Job summary • Job responsibilities • Job specifications

  14. Good Job Descriptions • Do not include information about policies and operating procedures. • Provide only that information needed to clearly define the job.

  15. How Would You Answer the Following Questions? • Information about tasks in a position is found in a _______. • Personal qualities required for success in a position are identified in a _______. • Job descriptions are only useful during the hiring process. (True/False) • Before a job description is developed, a _______ must be conducted.

  16. Job Descriptions Recognize ADA Concerns • The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment. • Job descriptions must identify potential functions (key duties) employees in a position must be able to do.

  17. More About Job Descriptions and ADA • Employers do not need to accommodate a person if doing so will impose an undue hardship on the business. • Clear job descriptions should address issues about whether persons can be accommodated for a position.

  18. Exempt and Nonexempt Positions • Minimum wage and overtime pay is not required for exempt (salaried) positions. • Minimum wage and overtime pay is required for nonexempt (hourly) positions.

  19. Traits of Exempt Positions

  20. Traits of Nonexempt Positions

  21. Job Descriptions Change Over Time • Responsibilities may change as operations or employees grow or change. • Job descriptions may change because of regulations. • Equipment, menu items, and operating procedures may affect job responsibilities. • Union contracts may change.

  22. How Would You Answer the Following Questions? • A change in a job that enables a person with a disability to perform the job is called a _______. • The employer (does/does not) need to accommodate an employee if doing so would cause an undue hardship. • Persons in _______ positions do not need to be paid overtime. • Job descriptions (do/do not) evolve over time.

  23. Key Term Review • Back of the house (BOH) • Bona fide occupational qualifications (BFOQs) • Class • Competencies • Essential functions • Exempt

  24. Key Term Review continued • Front of the house (FOH) • Grade • Hourly • Job analysis • Job description • Job specifications • Nonexempt

  25. Key Term Review continued • Performance standards • Reasonable accommodations • Salaried • Scope of a job • Undue hardship

  26. Chapter Learning Objectives—What Did You Learn? • Define job descriptions and explain their functions. • Identify information needed for job descriptions. • Explain how the Americans with Disabilities Act (ADA) affects the information in a job description. • Recognize differences between exempt and nonexempt positions under the Fair Labor Standards Act. • Recognize the need to update job descriptions.

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