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Pages:
3 pages/β‰ˆ825 words
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Check Instructions
Style:
APA
Subject:
Literature & Language
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 10.8
Topic:

Job Description and its Different Components

Essay Instructions:

Week 2 - Assignment
Job Description
[WLOs: 2, 3] [CLOs: 1, 2, 3, 5]
A job description is a useful tool that describes all the tasks, duties, and responsibilities of a position. The primary function of this assignment is to increase understanding of the critical elements in a job description and its alignment to the HRM process and to talent acquisition. Prior to beginning work on this assignment, read the article Job Worth Doing: Update Descriptions
(Links to an external site.)
, the guide Best Practices and Emerging Trends in Recruitment and Selection,
(Links to an external site.)
and the web page Employers
(Links to an external site.)
from the U.S. Equal Employment Opportunity Commission (EEOC).
In your paper,
Discuss how a job description is a function of management.
Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
Tasks
Tools and technology
Knowledge, skills, and abilities (KSAs)
Education requirements
Explain the legal components in a job description as it relates to the EEOC.
Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.
For additional support with completing this assignment, please refer to the following tools:
Finding HR Journals in the AU Library
(Links to an external site.)
. This tip sheet will support you in researching through the Ashford University Library.
What Is CRAAP: A Guide to Evaluating Web Sources
(Links to an external site.)
. This will assist you in determining the reliability of an HR website.
Scholarly and Popular Resources(1)
(Links to an external site.)
.This tutorial explains the differences between scholarly and popular resources.
Human Resource Research With FindIt@AU
(Links to an external site.)
. This tip sheet will support you in researching through the Ashford University Library.
The Job Description paper
Must be two to three double-spaced pages in length (not including title and references pages) and formatted according to APA style as outlined in the Ashford Writing Center’s APA Style
(Links to an external site.)

Must include a separate title page with the following:
Title of paper
Student’s name
Course name and number
Instructor’s name
Date submitted
For further assistance with the formatting and the title page, refer to APA Formatting for Word 2013
(Links to an external site.)
Must include an introduction and conclusion paragraph.
For assistance on writing Introductions & Conclusions
(Links to an external site.)
, refer to the Ashford Writing Center resources.
Must use at least two scholarly, peer-reviewed, or credible sources in addition to the course text.
The Scholarly, Peer Reviewed, and Other Credible Sources
(Links to an external site.)
table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source for a particular assignment.
Must document any information used from sources in APA style as outlined in the Ashford Writing Center’s Citing Within Your Paper
(Links to an external site.)
Must include a separate references page that is formatted according to APA style as outlined in the Ashford Writing Center. See the Formatting Your References List
(Links to an external site.)
resource in the Ashford Writing Center for specifications.
Carefully review the Grading Rubric
(Links to an external site.)
for the criteria that will be used to evaluate your assignment.

Essay Sample Content Preview:

Job Description
Author Name
Institutional Affiliation
A job description is all about collecting and recording job-related data. It is a function of management because information like the location of a job, a summary of the job, working conditions, machines, equipment and tools available to the workers, title and salary of the job and risks involved in the job is collected, shared and managed in an effective and professional way (2016). The HR manager is primarily responsible for handling all these things. It depends on the HR whether or not multiple candidates should be interviewed and called for the test. Sometimes, the HR manager tries to make things simple and straightforward, and for this, they do not conduct interviews and instead call the most eligible person to the office for hiring purposes. Job descriptions help managers determine what a worker is supposed to do when onboard. Its purpose depends on the level of details present in the job findings. In order to avoid any problem or confusion, the HR manager must provide clear details regarding what types of work would have to be done and how much the eligible candidate can expect in terms of salary. In short, we can say that a job description is a function of management because it allows the employee to know how he or she is going to be managed and lets the hiring manager describe job-related things precisely.
Different areas or components of a job description are tasks, technology and tools, knowledge, skills, and abilities (KSAs) and education requirements. It’s safe to say that all of these components contribute to an effective or efficient performance management system. This is because employees are must to be told about the types of work they are to go within an office or during working hours (Greiner & Leitner, 2017). If their tasks are assigned on time, they will surely try to maintain quality and consistency. This will eventually make a performance management system effective because this system is directly linked to the vision or the mission of a company. On the other hand, if proper tools (technology) and resources are provided to the workers, their work would become easier and they might be able to accomplish multiple tasks at a time. It is also important that a job description has clear information about the education requirements, and knowledge, skills, and abilities (KSAs) so that the potential candidates can know whether or not they should apply for the position. If these details are not mentioned, the chance is that unskilled people will apply for the position and this wi...
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