Job Description and Design | Assignment

For this assignment, you will create the job description using the information from Week 2 – Assignment: Job Analysis. The job analysis is a critical step in the process for a job description to be reliable and useful. Remember, as an HR leader, you would typically have input from more than one position questionnaire to complete a job analysis. Use the job analysis you conducted in Week 2, and determine the appropriate design for the position. Analyze the various elements required for creating a job description for the specific position. Create a job description that includes the information defined in the job analysis. Provide a rationale for the chosen design. Explain the purpose and importance of each section within the job design. Support your reasoning with credible resources. 

RUNNING HEAD: JOB DESCRIPTION AND DESIGN 1
Job description and design
Affiliation
Name
Date

JOB DESCRIPTION AND DESIGN 2
Job design
Job design refers to the category of responsibilities assigned to an employee in a given
company that elaborates what the employee does, how to do it, and the reason for that work
(Draft, 2015). A well-developed job design plays a key role in the achievement of a company’s
targets, improves motivation and job satisfaction to the employees.
Job design for the human resource manager
Figure 1. elements for the job design.
Figure 1 shows the appropriate job design for the human resource manager.
Analysis of elements for job description
A job description for a human resource manager is a strategic duty for overseeing and
management of employees. The elements for job description are; human resource information

JOB DESCRIPTION AND DESIGN 3
system; ensuring privacy and safety of the human resource data base for the organization.
Payroll; this is a key element because employees work to be paid back in order to fulfill their
financial obligations (Shyamkant, 2012). Benefits Administration; the defined description
requires to significantly change the administration position of the company. Recruiting and
training; it is an oversight role for all human resource managers to recruit and train employees in
their organizations. Performance appraisal. The employees code of ethical conduct needs to be
regularly checked by the human resource department through conducting appraisal (Maier et al.,
2013). Motivation for the highly appraised employees is required to keep them at their best and
encourage others to strive for higher performance. Time and attendance; time is a big factor in
everyday life. Workers need to have well defined time for work and have a work-life balance in
order to make them physically fit (Ahmed and Roya, 2015).
Create a job description from the job analysis
Job description
Title of the job: Human Resource manager
Reports to; Robert Lewis, Jr. Director
Duty station;
Job title description;
Department; Human Resource and administration
Division; Human Resource
Job objective; To be in the leading position of regularly defining employee
responsibilities in the human resource and administration department. The key functions of

JOB DESCRIPTION AND DESIGN 4
recruiting, selection, induction, training, timely payments, employee benefits, work leaves and
implementing designed regulations and policies.
Duties and tasks
 Partnering with the administration in the process of understanding and executing
the company’s personnel management and talent search. Through recruiting, job retention,
promotions and demotions and strategic planning.
 Providing technical support to the administration in line with the human resource
and guide other staff in executing complex questions that relate to their responsibilities arise.
Administering and executing periodic errands in all ways such as ensuring there is good
accommodation, carrying out investigations on defaulters and issuing terminations.
 Managing the personnel of the company. This includes, selecting, recruiting,
conducting interviews, recruiting qualified candidates for jobs. Collaborating with unit heads to
find out the skills and attributes needed for gap filling.
 Analyzing changes in motivation procedures; carrying out research and
suggesting competitive and lucrative payment agendas to enable in attracting and retaining
leading professionals in the field.
 Creating on job and off job trainings to ensure real time update of employees on
new development programs in the company.
 Overseeing workers’ disciplinary meetings, internal conferences, investigations
and terminations.
 Maintaining compliances with the statutory bodies, labor laws and policies.
Reviewing the defined laws and policies to enable compliance is attained.
 Performing all other tasks assigned by the supervisor.

JOB DESCRIPTION AND DESIGN 5
Rationale for the chosen job design.
It increases the on-job productivity of employees through work rotation. It encourages
workers to perform better and meet the organizations’ goals. Job design helps in improving the
productivity of the company in general by keeping the employees’ fit through having work-life
balance (Robert et al. 2012).
Purpose and importance for each section in the job design.
The design includes; (1) job rotation; this task helps the workers to get relief from
different positions to others for a specific period of time. (2) Job enrichment; This is where the
workers’ responsibilities are increased overtime and more duties are assigned to an individual in
a company (O'Brien and Linehan, 2014). It helps to provide increased experience and skills for
different tasks at work. (3) Job enlargement; this is where the area of operation is widened and it
comes with increased tasks and makes the unit complete (lamkari et al. 2015). It completes the
divisions and increases morale for the employees. (4) Work simplification; breaking down of
responsibilities into several small units to improve the management. This helps to improve the
workers’ productivity while performing their duties.

JOB DESCRIPTION AND DESIGN 6
References
Ahmed, A. Roya., D. (2015). The Role of HR Managers: A Conceptual Framework. Asian Social
Science. 11. 10.5539/ass. v11n9p118.
Daft, R.L. (2015). Organization Theory and Design. Saint Paul: West Publishing Company.
Maier, C., Laumer, S., Eckhardt, A. & Weitzel, T. (2013) Analyzing the impact of HRIS
implementations on HR personnel's job satisfaction and turnover intention. The Journal
of Strategic Information Systems, 22 (3), 193–207. doi: 10.1016/j.jsis.2012.09.001.
O'Brien, E and, Linehan, C. (2014). A Balancing Act: Emotional Challenges in the HR Role.
Journal of management studies. 51 (8) 1257-1285
Robert, L. Mathis, J. Jackson, M. Ranjan T. (2012) Human Resource Management – A South
Asian Perspective, Cengage Learning
Shyamkant, G. (2012). Personnel Management, Everest