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Rewriting a job description - Term Paper Example

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Rewriting a job description Name Institution Rewriting a job description In analyzing a job description, it is crucial to establish a few factors to determine the worthiness of the job posting. For instance, job descriptions are the responsibilities and roles of an employee associated to a given job title…
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Download file to see previous pages It will also show the appropriate time in which one would determine the need to create a job position within a business. Additionally, it will analyze the duties that a job description would require and the performance requirements of the job title. Finally, in the analysis process, it will state the preexisting knowledge and skills required for the position then trying to rewrite chosen job description. The subtractions and additions made during the rewriting of the job description will factor in the paper, with reasons to support the move. The job posting chosen is one for a logistics and brokerage coordinator. How and when would one determine the need to create a job position within a business? The first step towards hiring needed staff is the establishment of the staffing need (Mader-Clark, 2008). For instance, it is of no substantial value to hire staff just because there is an overflow of business income. This is to mean there should be much reason to prove the hiring move is significant at that time. Essentially, it is necessary for a business not to have deadwood on staffing. This is due to the hiring of employees without factoring in their job descriptions. Sequentially, this becomes a waste of business resources as employees receive salaries for doing nothing or tend to concentrate their efforts on one task. Therefore, the creation of a job position relies on the need to have an individual occupy the position (Mader-Clark, 2008). In addition, the right time for hiring new employees is when a business is expanding creating new branches. Generally, a business that is growing would most certainly look to have more staff aboard its stable, unlike a stagnating business. Therefore, it is critical to ascertain whether there are enough funds available to pay the new employee (Mader-Clark, 2008). Secondly, there needs to be a workload that needs lifting off the existing staff to make them efficient in their work out put. In essence, a business should do the hiring when it feels it is ready to take on the hurdles that may arise with the increased work force (Mader-Clark, 2008). Arguably, chances are that a new hire may or may not add value to the business depending on their potential. The strategies that may apply to outline the position’s details In order, to outline the requirements of a job position a number of strategies have to come in to play. For a start, the priority should be on the job related functions in that the key aspects of the job position should come first. Secondly, the general language should be comprehensible and readily understandable to any reader. The language should be clear and having action verbs to illustrate the positions requirements. Another strategy that would apply would be the nondisclosure of any confidential company information so that it does not get to the business rivals. This will be detrimental if the information falls in to the wrong hands. Moreover, the marketed position should also carry with it little background company information. Lastly when outlining the position details, it is of the essence to ensure that the information on how to apply for the position appears somewhere within the job position details. This will be of help to those interested in filling out the job position. Stating the duties within a job description In order for a job placing to be effective, it needs to state the duties bound to the position in ...Download file to see next pagesRead More
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