Think back to a job description that you may have read. Do you think the job description accurately represented the actual tasks and responsibilities associated with the job depicted? Organizations often use a highly structured format to write job descriptions. Although you may not realize it, a job description is based on a job analysis. People who create job descriptions should identify the most critical tasks of a job, and then identify the necessary knowledge, skills, and abilities needed to perform in the job successfully. This is often done through employee observation. In order to create an accurate job description, organizations should perform a job analysis. After the job analysis, there is usually a review process to ensure the accuracy of the job description (Whetzel & Wheaton, 2007).
For this Application Assignment, you begin your fictitious role as personnel consultant. Your first task is to develop a job description. Review the media, “Introduction to Company,” located in this week’s Learning Resources to obtain a background of your company. Then, review the media, “Employee Observation.” Consider the type of job for the tasks and duties that you observed. Think about the responsibilities, abilities, and tasks you might include in the job description.
Reference:
Whetzel, D. L., & Wheaton, G. R. (2007). Context for developing applied measurement instruments. In Applied measurement: Industrial psychology in human resources management (pp. 1–11). Mahwah, NJ: Lawrence Erlbaum Associates.
The Assignment (1 page)
Support your Application Assignment with specific references to all resources used in its preparation. You are to provide a reference list for all resources, including those in the Learning Resources for this course. APA format.
Submit your Assignment by Day 7.
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