Human Resource Management Assignment: Job Description & Design

This assignment solution addresses key concepts in Human Resource Management (HRM), focusing on job descriptions and job design. The solution defines job descriptions, outlining essential components such as job summaries, qualifications, special skills, and personal qualities. It provides a practical example of a job description for a janitor position. Furthermore, the assignment explores the importance of job design in enhancing organizational efficiency and employee satisfaction, particularly through job enrichment and job rotation. The solution highlights how outdated job descriptions can lead to employee disengagement and suggests strategies to align job roles with employee qualifications and interests, referencing relevant academic sources to support its arguments.

Running head: HUMAN RESOURCE MANAGEMENT
Human resource management
Name of the Student
Name of the University
Author Note

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Table of Contents
Answer 5....................................................................................................................................2
Answer 6....................................................................................................................................3
References..................................................................................................................................5

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Answer 5
Job description is a record that outlines the specific task, function or responsibility of
a position. However, the basic items that are to be included in the job identification are as
follows:-
 Job summary- generally this item consists of a short paragraph of few sentences that
includes the abstract of the specific position that is open with the organization. This
describes what the position entails and what duty is expected from the employee for
the position.
 Qualifications- the qualification required for a particular position and the minimum
skills that is necessary to hold of this job. Education and work experiences are also
included in this section.
 Special skills- this section comprises of a list with special skills that the manager
needs to find in a probable job candidate. This might include the desired interpersonal
skills as well along with professional skills.
 Personal qualities- this is beyond qualification and skills as it is fully related to the
personality of a job searcher. Thus, it is a list of necessary personal qualities requires
for any specific job (Patel, Messersmith and Lepak 2013)
Joseph’s job description by Ben would be like the following:-
Job title
Janitor
Job summary

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The candidate appropriate for this position must be detail oriented, flexible and is ready to
take the regular cleaning and special projects as needed. The candidate will be responsible for
cleaning windows, white boards and desks, dusting the staff offices and vacuuming the
lecture venues.
Responsibilities and duties
 Vacuuming the lecture venues
 Cleaning the white board and the desks
 Weekly cleaning the windows
 Dusting the staff offices
Qualification and skills
 Janitorial experience
 High school diploma
 Ability to work under minimal guidance
 Capability of moving objects up to 30 pounds
Answer 6
1. Job design is essential for any organization so that the organizational activities are
performed in an efficient manner (Wood et al. 2012). It further provides the desired
information about the compulsory and specific ways of performing the duty. It also
provides certain benefits like structuring a competent employee; it makes work more
interesting as well as challenging, harmonious relation between management and
staffs and brings positive change in the job performance (Truxillo et al. 2012). Taking
the example of Joseph and zandile, as their job descriptions are outdated and not

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aligned with their qualifications and interests thus they are getting bored with their
job. However, with right job design the condition for both of them will be better.
2. It is very important to hire a person who matches with the job requirements otherwise
employees will get bored and lose interest in their jobs. However, Ben should provide
Josephs with Job enrichment increasing his responsibilities as well as adding more
duties. He should provide Zandile a position that fits with her degree. She has diploma
in management and thus, she can do something better that a filing clerk or job rotation
can also be implemented for her so that she gets relief from doing the same job again
and again. Thus, job enrichment and job rotation can improve the job fit of both
Joseph and Zandile (Ganter and Hecker 2014).

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References
Ganter, A. and Hecker, A., 2014. Configurational paths to organizational innovation:
qualitative comparative analyses of antecedents and contingencies. Journal of Business
Research, 67(6), pp.1285-1292.
Patel, P.C., Messersmith, J.G. and Lepak, D.P., 2013. Walking the tightrope: An assessment
of the relationship between high-performance work systems and organizational
ambidexterity. Academy of Management Journal, 56(5), pp.1420-1442.
Truxillo, D.M., Cadiz, D.M., Rineer, J.R., Zaniboni, S. and Fraccaroli, F., 2012. A lifespan
perspective on job design: Fitting the job and the worker to promote job satisfaction,
engagement, and performance. Organizational Psychology Review, 2(4), pp.340-360.
Wood, S., Van Veldhoven, M., Croon, M. and de Menezes, L.M., 2012. Enriched job design,
high involvement management and organizational performance: The mediating roles of job
satisfaction and well-being. Human relations, 65(4), pp.419-445.