Significance and Role of Job Description in Human Resource Management

This article discusses the importance of job description in human resource management and how it helps in analyzing and identifying employee performance and effectiveness. It also suggests ways to measure employee competencies and prevent problems caused by poor job description.

Running head: Human resource management
Human resource management
2018

Human resource management
Table of Contents
Introduction.................................................................................................................................................3
Answer 1.....................................................................................................................................................3
Answer 2.....................................................................................................................................................3
Answer 3.....................................................................................................................................................4
Conclusion...................................................................................................................................................4
References...................................................................................................................................................5
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Human resource management
Introduction
The main motive of this is to outline significance and role of job description that helps in
analyzing and identifying the performance and effectiveness of the employees.
Answer 1
Yes, it is possible for Brenda and Martin to reach a satisfactory result. From the case
study it is very clear that both the Brenda and Martin are right at their place as they both are
making the discussion from their point of view. Brenda performed very well in hew specific job
of Senior Technical Representative. She was hired as senior technical representative. Also her
job discretion reflects the technical dimension of her position not the telecommuting
requirements. Therefore, in her point of view she has to be reviewed on the basis of her technical
performance not base on her telecommuting performance. On the other hand Martin is making
the argument that Brenda being the senior technical representative is expected to
telecommunicate her technical knowledge with the customer. In order to reach a satisfactory
result for both, typical human resource management can help by describing the importance of job
description. This part of the recruitments process allows the candidates to know about
organization expectation from them (Petrou, Demerouti, and Schaufeli, 2015). And on the basis
of this job description organization can ask for any role for which they hire the candidate. From
this case it is also clear that while reviewing the job performance job description plays an
important role for both the employee as well as the performance reviewer (Demerouti, Bakker,
and Leiter, 2014).
Answer 2
For any employer or manager, identifying and measuring the competencies of their
employees is an effective and significant factor of the appraisal procedure and working
relationship. There are ample of ways in which competencies could be analyzed. These include:
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Human resource management
 An effective and unique annual appraisal process shall be integrated across the company.
It will help to render more of a summary of performance and effectiveness within the
organization.
 Regular one to one meeting with employees must be done by the top management in the
firm to identify and analyze the favorable and dynamic points and any areas for
enhancement and improvement.
 The company should use key performance indicators for measuring and identifying the
personal core competencies of the employees at the workplace.
 Along with this, 360 degree feedback questionnaire must be conducted to collect insight
into how the workers perform in the eyes of their staff, peers, managers and customers. It
will help to provide good and dynamic opportunities to the employees for improving and
enhancing their competencies and skills (Brightbase, 2018).
Answer 3
This case clearly reflects that this is the case of poor job description that can be
considered as a fault of human resource management. In order to prevent such problems from
recurring organization should take needful action to reform the human resource management
practice. This reform will make essential change in their job description activity. An effective job
description provided at the time of recruitment will ensure the desired role of each employee
(Hashim, Ismail, and Hassan, 2016). Also at the time of performance review senior manager who
are reviewing the performance of employees have to be provided with this job description that
was provided to the respective employee. This will clear the employees’ job role and will also
help the senior managers to review their employees on the basis of effective criteria.This
criterion defines the particular role of employee and employees must be reviewed on the basis of
this role only. In case if any other role has been given to the employees that must be considered
in extra activities instead of their job role.
Conclusion
The above discussion concludes that job description plays an important role at the time of
an individual employee’s performance review. This make is essential for HR management to
provide a descriptive job description.
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Human resource management
References
Brightbase.,(2018). Employee competence [Online], Retrieved from
https://www.brighthr.com/brightbase/topic/training/competence
Demerouti, E., Bakker, A.B. and Leiter, M., (2014). Burnout and job performance: The
moderating role of selection, optimization, and compensation strategies. Journal of
occupational health psychology, 19(1), p.96.
Hashim, J., Ismail, Y. and Hassan, A., (2016). Formality of HRM Practices Matters to
Employees Satisfaction and Commitment. Journal of Human Resources, 4(1), pp.47-64.
Petrou, P., Demerouti, E. and Schaufeli, W.B., (2015). Job crafting in changing organizations:
Antecedents and implications for exhaustion and performance. Journal of occupational
health psychology, 20(4), p.470.
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