Matching HR Needs and People

Running head: MATCHING HR NEEDS AND PEOPLE
Human Resource Management
Name of the student:
Name of the university:
Author note:

MATCHING HR NEEDS AND PEOPLE2
Table of Contents
Part A- Defining the role of job description:.............................................................................3
Part B- Designing a job description:..........................................................................................4
Part C- Assessing the labour market:.........................................................................................6
References:.................................................................................................................................8
2

MATCHING HR NEEDS AND PEOPLE3
Part A- Defining the role of job description:
Job description is one of the major steps in the entire recruitment, which needs to be
followed by the human resource department of the organisations. The fundamental purpose of
a job description is to highlight the key roles and responsibilities for a particular job. This is
the way, through which the process of job evaluation can be carried out with utmost
efficiency (Noe et al., 2017). Job description serves as an important foundation, based on
which several key steps such as job posting, recruitment, selection, training and development
program, compensation and benefit are being executed by the human resource department of
the corporate entities. One of the most important advantages of job description is that it
supports in ensuring the fact that all the human resources are aligned with that of their roles
and responsibilities (Cascio, 2015).
At the same time, job description also plays a pivotal role in terms of aligning the
duties of the staffs with that of organisational goal. In addition, the inclusion of appropriate
job description also pave the way for HR managers to implement comprehensive recruitment
strategy and thus take effective hiring decision in accordance with the desired roles and
responsibilities. Interview is the key method of hiring skilled and competent working
professionals (Bratton & Gold, 2017). The role of job description is needed to be considered.
Effective job description serves as a foundation, based on which appropriate interview
question can be created.
Job description acts as a strong legal protection for the corporate entities. It paves the
way for the human resource department to defend the reason, for which a candidate has been
selected or not. It is worthy to mention in this context that job description also enables the HR
managers to place the reason, for which a position is being considered as exempt or non-
exempt in accordance with Fair Labour Standards Act. In addition to that, job description also
provides all the departments of an organisation, with the understanding the significance of job
3