Job Analysis is a primary tool to collect job-related data. The process results in collecting and recording two data sets including job description and job specification. Any job vacancy can not be filled until and unless HR manager has these two sets of data. It is necessary to define them accurately in order to fit the right person at the right place and at the right time. This helps both employer and employee understand what exactly needs to be delivered and how. Show
Both job description and job specification are essential parts of job analysis information. Writing them clearly and accurately helps organization and workers cope with many challenges while onboard.  Though preparing job description and job specification are not legal requirements yet play a vital role in getting the desired outcome. These data sets help in determining the necessity, worth and scope of a specific job. Job description includes basic job-related data that is useful to advertise a specific job and attract a pool of talent. It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective worker and hazards involved in it. Purpose of Job DescriptionJob SpecificationAlso known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc. Purpose of Job SpecificationJob description and job specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection. Both data sets are extremely relevant for creating a right fit between job and talent, evaluate performance and analyze training needs and measuring the worth of a particular job. Related ArticlesView All Articles [Skip Breadcrumb Navigation]
This activity contains 13 questions.
Which of the following is not a problem frequently associated with job description?The job description requires frequent updating which consumes time and effort. However, increasing the scope of the jobholder's activities is not considered as the problem associated with the job description.
What are the problems with job description?There is no consistency across the organization.
Each department has a different template with different headings. The job description documents “look” different. Departments or work teams update the job description (which is good!) without consulting a knowledgeable party or the HR department.
What is not included in job description?The document should not include every detail of how and what work is performed so that it remains useful even when minor changes occur. Job descriptions can be written as a joint effort between supervisor and employee, but the supervisor must approve.
What are the 5 components of job description?The key elements of a job description include a clear title, a summary, professional and education requirements, skills and working conditions. Employers may also mention a salary range and any perks offered by the company to reward or motivate employees.
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Which of the following is not a problem frequently associated with job descriptions
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