Page 67 - DMGT106_MANAGING_HUMAN_ELEMENTS_AT_WORK

Unit 3: HR Planning, Recruitment, Selection, Placement and Induction

Limitations of Job Description: Notes

(i) Job tends to be dynamic, not static and a job description can quickly go out of date.
(ii) The supervisors and subordinates should agree that a job description fairly reflect the
job, otherwise job evaluation would seem to be unfair.

(iii) Job description must be as accurate as possible but this is a very difficult job.

Figure 3.3: Specimen of Job Description for the Job of Compensation Manager

Title of the Job: Compensation Manager
Job Code: HR/012
Place of Work: HR Department
Working Hours: Normal working days from Monday to Friday 8 hours of work and
on Saturday normally 4 hours
Scope of Work: Responsible for designing and administration of employee compensation
programme
Responsible to (reporting authority): The General Manager (Human Resource)
Responsible for the following duties:
1. Conduct job analysis
2. Prepare job description for current and projected positions
3. Relate salary to the performance of each employee
4. Develop and administer performance appraisal programme
5. Develop and oversee employee benefit plans including overtime allowance, bonus,
etc.
6. Conduct periodic salary surveys and ascertain key jobs to benchmark other jobs to
key jobs for the purpose of salary scale fixation.

3.2.3 Job Specification
Job specification is a statement of the minimum acceptable human qualities necessary to
perform a job satisfactorily. Making job description as its base, it lays down the abilities and
qualities that a worker should possess in order to hold the job in question. Job specifications
translate the job description into terms of the human qualifications which are required for
a successful performance of a job. A job specification or man specification is a statement of
the minimum acceptable human qualities necessary to perform a job satisfactorily. It tells
what kind of person to recruit and for what qualities that person should be tested. These
specifications relate to:
(i) Physical Characteristics: height, weight, vision, voice, etc.
(ii) Personal Characteristics: emotional stability, good and pleasing manners, skill in dealing
with others, etc.

(iii) Psychological Characteristics: analytical ability, mental concentration and alertness,
mechanical aptitude, etc.
(iv) Responsibilities: responsibility for the safety of others, responsibility for generating
confidence and trust, etc.
(v) Demographic Characteristics: age, sex, education, experience, etc.

Job specifications are based on the opinion of supervisors and personnel managers. It should
be remembered that preparing a complete and correct job specifications is relatively difficult

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