Job Description Gap Analysis

The assignment content is about a job description for a deputy VP role, which requires the person to follow a timeline made as per the proposal. It also highlights the responsibilities of a senior HR specialist, including placement and recruitment of employees, conducting interviews, providing orientation to new employees, and developing organizational strategy or objectives. The job description should include aspects such as job title, reporting structure, short description, date, list of duties, skills required for the job, and criteria to avoid discrimination. The content also analyzes Mr. William's current duties in comparison with other senior HR specialists and highlights gaps in his responsibilities, such as not interacting with employees, not being up-to-date with technology, and not handling issues regularly.

Running head: Job description
JOB DESCRIPTION

Job description 2
Job description
While looking at the Job description on the internet for the requirements of the role and that of
the deputy VP role the one mentioned below comes across as a gap from that of Mr. William’s
current duties which are being mentioned in the question. They need to follow the timeline that
has been made as per the proposal.
As it is being analyzed he is not able to perform or was not able to match the standard which has
been majorly seen while estimating. Moreover, it has been also analyzed that there was a huge

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gap as he was not able to currently develop the organizational strategy or objectives. (Mayan, M.
J,2016)
The responsibilities of the senior HR is basically rotates around the placement and the
recruitment of employees. So staring from their job description it may vary from screening the
job candidates and conducting the interviews and selecting them and providing orientation to
new employees.
A job description is a document which describes the job duties and the responsibilities of the
organization.
Also, helps the potential individuals to decide by seeing the job description that the job is
suitable for them or not.
We can include the following aspects like:
The title of the job
Job holder reporting
Short description of the job
Date
List of duties that the job holders have to undertake once they selected in the company.
In the stage of job description, one of the major steps is to determine the skills required for the
job, qualities, knowledge, experience, qualification required for the particular job. The criteria
should be:

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Based on the ability
Should be measurable
Related to job
To avoid any discrimination at this stage, the process should consider the points mentioned
below:
Duration and type of work experience, physical fitness requirements, specific gender
requirements, flexibility for the timings of the jobs, etc.
For attracting the peoples the job description can be sent to the portals for the job like the
monster. Com or naukri.com and other portals or they could use the external sources as well
which includes:
Newspaper
Magazines
Internet
Job centers
Professional journals
It has been seen nowadays that JD is the better option for the standardization of the company.
Not only focusing on the recruitment but should be sure that every candidate must be treated
equally and fairly. The major focus should be on the equal opportunities for the upcoming
employees. (Chen, S.,2016)

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Comparing standards of Mr. Williams with the other components searched on internet
As per the contrast made between the Mr. Williams with the other components that has been
searched on the internet I analyzed that most of the part that has been performed by Mr. Williams
is similar to the part of other senior HR specialist generally and HR specialist duties starts form
finding the suitable human resources and placing and finding the right person at the suitable job
and at the right time.( Parkes, C., ,2013) Moreover, analyzing the necessities of people
requirement in an organization and HR specialist may also conduct duties related to
administration employee’s retention, job placement and interviewing. Their goal is also to
maintain a link between the top level management and the employee. HR specialist also has
specific job title such as personal coordinator, technical recruiter, job placement specialist. Daily
job duties also include preparing daily record and projecting human resource policies, procedures
and laws managing paper work of employees, directing, guiding and motivating the employees
about the duties of job, responsibilities and working.( Chinn, D., Kaplan,2014) Counseling the
employees about their issues, complaints, problems, and harassment and trying to resolve these
issues. I have analyzed that there is not a major gap in their responsibilities as most of the
responsibilities are similar to each other. But according to me there should be some policies
related to the employee's satisfaction, work-life balance and should be a more comfortable
working environment. As I have found that Mr. William does not gets interacted with the
employees which seems to an issue in management which needs to be resolved so that the
employees gets satisfied in their job. This is one of the major gaps that were being found by me.
Moreover, he is performing other duties which are being performed by the other HR specialist as
being searched on internet like analyzing the necessities of people requirement in an organization
and HR specialist may also conduct duties related to administration employee’s retention, job

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placement and interview or he also use to perform Daily job duties which also includes preparing
daily record and projecting human resource policies, procedures and laws managing paper work
of employees, directing, guiding and motivating the employees about the duties of job,
responsibilities and working. He should also focus on the benefit and the compensation packages
and provide some insurance packages or some medical facilities for satisfying the employees. He
should also implement some training and development plan so that the employees get satisfied
and like to work in this particular company for these specialized benefits. Also, inform the
employees about the additional benefits and facilities that they are providing and attracting the
potential individuals. Moreover, one more thing was analyzed that the Mr. William does not stay
up to date and handle the issues on the regular basis due to which the employee’s confidence and
issues were remaining unsolved and they were getting frustrated. Moreover, I have been also
analyzed that he was not up to date as per the technology as he must be experienced and
knowledgeable about the skills and the software which he/she can use for smoothing their work
is one of the major quality that has not been present in Mr. William. (Lazarova, M,2013)

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References
Mayan, M. J. (2016). Essentials of qualitative inquiry. Routledge.
Chen, S. (2016). Training and qualification: essentials of skill management. Handbook of Human
Resources Management, 213-224.
Parkes, C., & Davis, A. J. (2013). Ethics and social responsibility–do HR professionals have the
‘courage to challenge’or are they set to be permanent ‘bystanders?’. The International Journal of
Human Resource Management, 24(12), 2411-2434.
Chinn, D., Kaplan, J., & Weinberg, A. (2014). Risk and responsibility in a hyperconnected
world: Implications for enterprises. A report from McKinsey & Company.
Lazarova, M., Mayrhofer, W., & Brewster, C. (2013). Plus ça change, plus c ‘est la même chose
‘: A Longitudinal Analysis of HRM Work and the Profile of Senior HR Managers. Global
Trends in Human Resource Management, 11-34.