A Job description is generally laid down by the HR department and the operation people which include the job objectives and the principal activities to perform a job. This data is useful for the new entrants to a job as well as for drafting an advertisement for recruitment to the position.
The organization can then use this information to design or redesign jobs. Similar duties and tasks are grouped together to design meaningful jobs. This results in achievements of optimal performance and job satisfaction of the jobholder.
To enhance this performance and satisfaction, it is also necessary to align the competencies of the jobholder with the requirements of the job. Jobs are assessed and the skills required to perform them are determined. Current skill levels of employees are identified. The skill deficiency provides the basis for training and development. There are three other elements that have an impact on the design of a job. There are organizational, environmental and behavioural.
Depending on the skills and abilities of employees available to perform a task, jobs may require redesign. Some jobs are highly specialised whereas others are routine and repetitive.
Competency management models are useful for both the mangers and the employees in terms of identifying the performance criteria, identifying success criteria and so on.
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