Job Description Responsibilities
Author: H Woolston
We want our food, music, fashions, and vehicles to reflect who we are; we also want our work to reflect who we are. In an intellectual or thinking workplace, the more jobs are customized to the talents and thinking of each employee, the better they perform. Customizing jobs directly affects employee engagement, attitude and company performance.
In the previous industrial age (before much of manufacturing moved offshore), standard job descriptions were the rule. This insured that all machinery and production would run as planned and that any employee could make the process work.
Today, we are in a service or intellectual age. Our success happens in the quality of our employees’ interaction with our customers; this cannot be mandated through standard job description because each service event is different and unique. Standard service responses do not work; instead, employees must be constantly thinking and inventing to inspire customer loyalty. The more the job is built around the strengths of each employee, the more engaged and competent employees feel. The greater these feelings, the more connected employees are to their work and to customers. The result is a significant improvement in performance. Customization is the key to employee seo and performance.
Think of a standard job description in today’s age of customization as a shirt or a coat that doesn’t fit well…it is uncomfortable. When we wear something that is uncomfortable, we are constantly aware of its bad fit; it distracts us. The same is true with jobs that don’t fit – they distract us from performance. Today, all organizations need their employees’ full attention on performance; anything that districts employees from performance affects company success.
Customizing jobs, or more widely known as job sculpting, is the process that starts with a standard job description then modifies it to take advantage of the talents, interests and experience that are intrinsic to each employee. Job sculpting is a simple process summarized in the four points below:
1. Know your business. Before you can start to sculpt (customize) jobs for your seo you must have a clear strategic understanding of your business because you will sculpt their jobs based on your business needs. Though most organizations host a formal strategic planning process each year, a basic strategic update should be done monthly that addresses the following two areas: What are the five most critical events/issues/opportunities facing the business today?
• What are the talents, skills and resources within the organization to address the items above?
This will start your process of job sculpting since the goal is to match the right employee with the critical business issues, changes or opportunities.
2. Know your employees. Know the talents, interests and values of each of your employees. Consider using “Strenghtsfinder 2.0″ by Tom Rath and its on-line questionnaire to define each employee’s talents. Then spend time with each employee to get to know their interests and values. You now know your business needs and the specific talents and unique strengths and performance resources available in your employees. You are almost ready to start job sculpting.
3. Review the standard job description. A standard job description is created to insure that completeness of position responsibilities, to help the business operate effectively and to define the talents needed by the employee to do the job well. This information encourages the millennial manager to hire the right employee who is a good fit for the expectations of the role. This will also assist us in our job sculpting process.
4. Sculpt the perfect job. First, review each employee’s talents, values and interests; now you know the engaging and interest areas for each employee. Next, review your business issues, changes and opportunities. What talents will be needed to handle these changes and opportunities and who will be best matched to work on them? Match employee talents/interests to the business needs to develop modifications to each employee’s job. Check to see if the task is already addressed in the job description. If not, add it. In most cases, the additional task will be well received by the employees since it in their talent and interest areas (it appeals to them). This creates an entirely new job description, customized for both the employee and the environment. For example, if the business changes required it, which employee would be excited to investigate a competitor’s website, create a telemarketing program, design a customer survey or create new more powerful daily performance reporting? Which employee would find it engaging to assess and propose a change to business hours, develop an on-line commerce site, attend a trade show, teach a course to other employees or re-organize a section of retail or office space?
The more the standard job descriptions are punctuated with energizing and customized responsibilities that match employee talent areas, the more employees are pulled into performance. Their jobs are continually updated, reinvented and sculpted. This way, no employee feels stale or bored; performance and engagement levels soar.
Successful management in today’s economy is based on personal connections. The more time a manager spends getting to know his employees’ strengths and interests, the stronger their bond is; this manager is also more capable of matching employees’ talents to the business issues/opportunities and to sculpting engaging jobs. As the environment changes, this constant dialog allows the manager to continue sculpting their jobs to keep them excited, engaged and connected to performance. Today, a “one size fits all” job approach drives employees away. Customize and sculpt jobs and you will attract, retain and inspire the best performers.
Importance of Job Analysis
Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. Effectively developed, employee job descriptions are communication tools that are significant in an organization’s success.
The main purpose of conducting job analysis is to prepare job description and job specification which helps to hire right quality of workforce.
Job Analysis can be used in training to identify or develop, training content, and assessment tests to measure effectiveness of training, equipment to be used in delivering the training and methods of training.
Job Analysis can be used in compensation to identify or determine: skill levels, compensable job factors, work environment, responsibilities and required level of education.
Job Analysis can be used in selection procedures to identify or develop job duties that should be included in advertisements of vacant positions, appropriate salary level for the position to help determine what salary should be offered to a candidate, minimum requirements for screening applicants, interview questions, selection tests/instruments (e.g., written tests; oral tests; job simulations), applicant appraisal forms and orientation materials for new hires
Job Analysis can be used in performance review to identify or develop goals and objectives, performance standards, evaluation criteria, length of probationary periods, and duties to be evaluated
An ideal job analysis should include
Duties and Tasks: The basic unit of a job is the performance of specific tasks and duties. This segment should include frequency, duration, effort, skill, complexity, equipment, standards, etc.
Environment: This segment identifies the working environment of a particular job. This may have a significant impact on the physical requirements to be able to perform a job.
Tools and Equipment: Some duties and tasks are performed using specific equipment and tools. These items need to be specified in a Job Analysis.
Relationships: The hierarchy of the organization must be clearly laid out. The employees should know who is under them and who they have to report to.
Requirements: The knowledge, skills, and abilities required to perform the job should be clearly listed.
There are several ways to conduct a job analysis, including: interviews with incumbents and supervisors, questionnaires (structured, open-ended, or both), observation, critical incident investigations, and gathering background information such as duty statements or classification specifications.
It is important for organizations to hire the right candidates who suit their work environment and requirements otherwise they will end up stagnating. It also important for the job seekers to pick up a job that suits their personality and interest as the first step will play a deciding role in shaping their career and position in life. This can be possible only when job seekers and organizations are able to communicate their requirements to each other.
How to Face an Interview – HR Round
Author: Nithin Mekhala
One of the most important rounds of an interview is the HR round. Listed below is a selection of the most common questions asked in an HR round:
• Tell me about yourself.
Be ready with your brief introduction and keep it specific to your work experience. If you haven’t any previous work experience, about your ability to work.
• How will your qualification help you in doing this job?
If your qualification is suitable to the job you’ve applied for, explain how your qualification helps you. In case your qualification doesn’t match with the job profile, be honest and speak about your interest in doing the job and skills you wish to acquire by doing it.
• What do you know about our organization?
This question is bound to be asked, so be prepared. Go to the interview after you are done with your homework. Check out the company’s website for all details regarding its production, sales and profits.
• Why do you wish to join our organization?
Talk about the company’s worth and prestige and also talk about its healthy work ambience which you desire to be a part of. Talk about the learning experience the company provides. Relate it to your long term career goals.
• What is your expected salary/CTC?
If you are a fresher, tell them that you are okay with whatever pay is assigned to a fresher. If you have prior work experience, tell them you’d like to have a pay your experience commands. Don’t quote a figure. Instead, ask them to quote a range.
• How have your strengths helped you in getting your work done?<
Start by mentioning your strengths. If you are a fresher, describe an instance from your college or university where you’ve accomplished a certain task, courtesy your strengths. In case you have worked previously, try to mention an event from this period where you have exhibited your strengths.
• Where do you see yourself two years from now?
Say something like: “I see myself in a responsible position as a senior member of a team which works for the growth of the organization.” Whatever you say, make sure you emphasize on teamwork and growth of the organization.
Career Objective Examples for Resumes: How To Instantly Grab Any Employer’s Attention
Author: Michael Lee
When writing your resume, one of the first things you have to consider is your career objective. I’ve been there before and I know how challenging it can be to come up with something note-worthy. In this case, it doesn’t hurt to look for outstanding career objective examples for resumes you can base on.
You might wonder why your resume needs to have an attractive career objective. How does a sentence or two affect the long list of achievements in your resume?
Well, for starters, the career objective is usually the first line your potential employers will see once they scan your resume. From that one line, they would most likely recognize which candidates have creativity and spunk; and which candidates are simply just like the rest.
Unless you want your resume to be stuck with the rest of the commoners stash, you’d better take these career objective examples for resumes a little more seriously.
Example # 1: To use my graphic design skills in creating attention-grabbing graphics that sell.
Most career objective examples for resumes start out with “to” rather than “I.” In a way, this makes your career objective less about yourself, and more about the job and company you’re applying for.
Remember, your potential employer is always asking “What’s in it for me?” So you better come up with benefits that speak directly to their mind and emotion.
If you’re a fresh graduate, using “to” to begin your sentence is a safe choice.
Example # 2: Feature editor offering four years of experience in magazine story line-ups and special reports.
This second career objective example is mostly used by those have been there and done that. They now have the experience and the gall to state their position and what they specialize in.
If you’re a reputable person or authority while attending college, and would like to use this particular objective form, you need only to replace “Feature editor” with something like “Former Writers Club President” or “Cum Laude Graduate.” Then show them how they could benefit from your academic know-how and experience.
Example # 3: Seeking an entry-level position in pharmaceutical management to utilize my communication skills and Degree in Pharmacy.
This last example shows how important it is to be specific about what you want and what you can offer.
However, you can’t be overly specific, for it might only give your potential employers the impression that your skills are limited to a particular set or limited to operating specific programs only.
Knowing which of the various career objective examples for resumes to base your own ideas on, helps you stand out from the rest of the applicants. It gives others the impression that you know exactly what job you want and how your skills come into the picture.
Choosing a Career: Consider Your Personal Priorities
Author: Rachel Landry
When evaluating priorities in the context of a job search, many people stop at salary, job description, work conditions, etc. In other words, they focus on evaluating the things specifically related to the job itself. These are important things to consider but in the long run, there are many other things that determine your happiness at work.
To be truly happy, you have to love your job, but you also have to love your lifestyle. Too often, the work priorities force people to adapt their lifestyle in order to suit the requirements of a particular job. This can cause unnecessary sacrifices that could be avoided. If you have a family, finding the right career becomes even more important.
Identifying your personal priorities, as well as your professional ones, will help you craft out a role that really suits you, and compliments who you are.
Things to ask yourself:
- Where do I want to live? Determine for yourself how important location is to you and your family.
- How much do I want to work? Are you willing to work an undetermined amount of hours week to week, or do you need to have a fixed schedule?
- How much control do I want to have over my schedule? Some jobs allow you to set your own hours, while others require a very strict commitment to company needs.
- How much money do I want/need to earn? Ask yourself how important salary will be.
- Am I willing to travel extensively, or at all? This question alone will eliminate many possible jobs from your list of career choices.
- You can add your own questions to this list.
Only you know your own personal situation and you should be able to figure out exactly what you need to ask yourself.
Finding the Right Career has never been easier.
Don’t compromise your own personal priorities because you think you have to. Jobs come in may different forms in modern times. There is much more flexibility nowadays in terms of employees being able to set their own schedules and even choose their work locations.
The Complete Job Hunters Handbook
Job Hunting Tips
Are you a fresh graduate and planning to look for a job? Did you simply recently quit your job and are looking for greener pastures? Have you been unemployed and have little experience regarding ways to secure a job? Whatever your situation may be, it might be to your advantage to study the following tips:
Check your resume for mistakes
Before submitting your resume to a prospective employer, check it for corrections a minimum of three times before handing it over. After researching concerning the job position, it’s critical that you simply format your resume to complement the needs of the organization. For example, if you’re trying to get an accounting job, you should put in detail your accounting experience on your resume. Typographical and grammatical errors are serious no-no’s. It’s also ideal to maintain the length of the resume’ to a minimum of a page and a half long.
If you have a computer, you should look at software that will create your resume for you. None could well be perfect. You’ll still will need to go through the outcome and cleanup a bit of grammar and spelling here and there. But advances in technology make it feasible for software to simply lay down 75-85% from the work for you.
One excellent program is Amazing Resume Creator. It’s priced right and does a great job of getting the majority of your resume laid out, ready for your final look-over, and it’s simple to learn to use. You function as the judge.
Taking the interview challenge
A survey conducted by a staffing and consulting firm based in California which corresponded with 1,400 chief financial officers concluded that candidates for employment made most of their mistakes on the interviews. Some of the mistakes they provided include:
. Arriving late
. Having little understanding of the company
. Having little understanding of the position applied for
. Having a superiority complex
. Behaving arrogantly
The body language of the applicant must also denote that he’s confident yet not overpowering. He or she must maintain eye-to-eye contact, have a strong handshake, and avoid looking defensive by the act of crossing the arms. Wearing the right clothes is vital for projecting a confident stance. As they say, it’s better to go to an interview over-dressed than being under-dressed.
Answer questions smartly
A typical mistake of interviewees is that they tend to get tense and forget the questions that are given to them, that has the effect that they are not prepared for that interview. It’s vital that you research the company and the position requested, to prevent being side-tracked during the interview. Should you don’t know the answer to the questions being asked, it’s easier to admit you don’t and add that you can research about it.
Look for the abilities or expertise that the company’s looking for so, when interview day comes and also the interviewer asks about your strengths and core competencies, you will be able to match it as to the they need.
Why Bad Breath Could Be Ruining Your Job Prospects
Author: Tomas O Caomhanach
If you have ever failed to get a job or promotion you wanted, even though you had a great resume and had all the right qualifications and experience, it may be because the interviewer thought you were disgusting, and he felt physically sick just talking to you.
Yes, really! Does that shock you? No doubt you’re a very nice person, so it probably does but, if you have bad breath, it may well be true. The interviewer may not know it (in fact, he might even have thought you were very suitable for the position) but an ancient brain system, originally designed to identify rotten food, literally FORCED him to reject you! The moment it detected your bad breath, the decision not to hire you was made without him even realizing it.
You see, bad breath contains a number of extremely smelly chemical compounds, including hydrogen sulfide, which smells like rotten eggs. It also contains methyl mercaptan and skatole, which smell like feces, as well as cadaverine, which smells like corpses, and putrescine, which smells like rotten meat!
All of these smells have something in common: they evoke disgust, an extreme emotion designed to protect us from things that are unclean, inedible, or infectious. When we feel disgust, our brain tenses muscles in our face called the levator labii. This produces the facial characteristics everybody recognizes as disgust (i.e. a scrunched nose and raised upper lip), which prevents foul odors or stray particles (from whatever caused the disgust) from entering the nose and mouth. Additionally, the brain creates an overwhelming urge to recoil or turn away from the source of disgust in an effort to further isolate the body from any possible contamination.
If you have bad breath, that reaction probably sounds familiar! That’s why people turn away… step back… or cover their nose and mouth when you’re near them. They can’t help it; it doesn’t matter if they think you’re the greatest person they ever met because, once their brain detects any of these smells, it recognizes them as a potential source of infection and literally FORCES their body to automatically recoil in disgust. In other words: Their brain recognizes your bad breath as a DANGEROUS THREAT to their health and well-being!
While the interviewer is looking through your resume and asking you questions, his brain is screaming at him that you are a source of possible harm and that he should get away from you as quickly as possible. Even if he’s not consciously aware of it, the feeling of unease it causes gets transferred onto you, and you can bet it’s going to greatly influence his decision. The end result is still the same though: somebody ELSE gets the job!