Discussion – Job Description
A job description outlines the necessary duties and qualifications of a specific job. It can help managers assign tasks to employees based on their qualifications. It also helps in controlling activities in the organization by describing what the company expects from the candidates and what the company will be offering the candidates (Baker, 2016). It also enables the candidates to understand the tools and equipment to be used, job conditions, machines to be used to complete the job, job title, job location, job summary, and possible job hazards and risks.
Components Of a Job Description
- Tasks
Tasks clarify the necessary activities a worker is expected to complete in their job. Specifying the duties an employee is supposed to complete; helps in effective performance evaluation because the employer only focuses on what the employee is expected to do and whether they have done it based on the expectations of the organization.
- Tools and technology
Various tasks in the work environment require different tools and technology. Therefore, the organization can assign tasks to employees based on their ability and expertise in using the tools and technology required for a specific job, which helps in effective performance management because the evaluation is fair. Further, considering the fact that all employees already know how to use the tools and technology provided by the organization, and can therefore not defend their poor performance by arguing that they were unable to complete the job because of the tools and technology needed.
- Knowledge, skills, and abilities (KSAs)
Knowledge, skills, and abilities dictate the tasks an employee is assigned to complete. It also determines an employee’s compensation level and rank in the organization. Aguinis (2019) argues that understanding employees’ knowledge, skills, and abilities contributes to an effective performance management system. This is because it guides employers on how to reward the employees based on how they perform in relation to the knowledge, skills, and abilities they have to give the expected performance.
- Education requirements
Education requirements give an employer an overview of the employee’s capabilities in completing the tasks assigned to them and guide them on compensating the employees. Education requirements, therefore, contribute to an effective performance management system by ensuring that performance evaluations are done based on the employee’s ability to apply their education expertise in completing tasks.
Legal Components of a Job Description in Relation to EEOC
The Equal Employment Opportunity Commission is responsible for enforcing federal laws prohibiting discrimination against employees and job applicants on the basis of sex, religion, color, or race. Therefore, one of the legal components in a job description is spelling out the actual job functions and required capabilities and not the personal attributes of a person. The second component is outlining preferred working conditions to make it easier for people with different backgrounds and genders to determine whether the job is fit for them.
Assessment Methods Used in Recruiting Qualified Candidates
One of the assessment methods that can be used when recruiting qualified candidates is personality tests. This test focuses on understanding a person’s personality based on behavioral traits either through the manner or logic of answering questions. The demonstration of logic in answering questions can help management in placing candidates in jobs that will help harness their experience, skills, knowledge, and natural abilities required for the job. Another test is a problem-solving test that analyzes an individual’s cognitive ability to tackle job-related problems. It gives management an overview of a candidate’s ability to offer solutions to challenges and problems they may face and how they handle them using available resources and without interfering with the normal running of operations in the organization.
References
Aguinis, H. (2019). Performance management for dummies. John Wiley & Sons.
Baker, T. (2016). The job description and the new contract. The End of the Job Description, 63-78. https://doi.org/10.1007/978-1-137-58146-4_5
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Question 
A job description is a useful tool that describes all the tasks, duties, and responsibilities of a position. The primary function of this assignment is to increase understanding of the critical elements in a job description and its alignment to the HRM process and to talent acquisition. Prior to beginning work on this assignment, read the article Job Worth Doing: Update Descriptions (Links to an external site.), the U.S. Bureau of Labor Statistics’ Occupational Outlook Handbook (Links to an external site.), the guide Best Practices and Emerging Trends in Recruitment and Selection, (Links to an external site.) and the web page Employers (Links to an external site.) from the U.S. Equal Employment Opportunity Commission (EEOC).
Job Description
In your paper,
Discuss how a job description is a function of management.
Consider the following areas of a job description below and explain how these components contribute to an effective performance management system:
Tasks
Tools and technology
Knowledge, skills, and abilities (KSAs)
Education requirements
Explain the legal components in a job description as it relates to the EEOC.
Describe at least two assessment methods that can be used when recruiting qualified candidates and how those two methods are appropriate for meeting organizational objectives.
For additional support with completing this assignment, please refer to the following tools:
Finding HR Journals in the UAGC Library (Links to an external site.). This tip sheet will support you in researching through the University of Arizona Global Campus Library.
What Is CRAAP: A Guide to Evaluating Web Sources (Links to an external site.). This will assist you in determining the reliability of an HR website.
Scholarly and Popular Resources(1) (Links to an external site.).This tutorial explains the differences between scholarly and popular resources.
Human Resource Research With Library OneSearch (Links to an external site.). This tip sheet will support you in researching through the University of Arizona Global Campus Library.