Commerce Gurukul
Job Descriptions-Human Resource Management -Paper 2 of UPSC commerce Optional .
Definiton
Job description is a
very useful document that describes a list of a job’s duties, functions, roles,
tasks, reporting relationships, working conditions and supervisory
responsibilities etc. – one product of job analysis. pro
Uses of Job description
Uses of Job description
A business owner can use a good job description not only as a
valuable aid in the job-recruiting process, but also as an outline for
reporting relationships and working conditions. A well-crafted job description
can also be used for:
- Performance
management. You can use it to set
measurable performance goals based on duties in the job description, and
then coach your employees to meet these goals as needed.
- Training
and employee development. You
can use your employee job descriptions, along with descriptions of
possible job promotions, as incentives for employees to pursue classes,
seminars and other career development activities.
- Compensation. Job descriptions can be helpful in developing a
standardized compensation program with minimums and maximums for each
position.
- Recognition
and rewards. You can use the
descriptions as a baseline for performance, and as a tool to encourage
employee performance "above and beyond" the job description in
order to receive recognition and rewards.
- Discipline. If you need to, you can use the job description
to illustrate that an employee isn't adequately performing job functions.
- Return-to-work
programs. You can prepare for light
or modified duty options to allow for a smoother transition from a
workers' compensation injury or leave.
Job Description practical application and use in legal
issues.
Every employee must be provided with his job description as to how
to perform his duties, limitations or boundaries in his duties, to whom he has
to report and answerable, code of conduct, punctuality and discipline and
safety procedure that is to be followed in case of Performing hazardous jobs.
Circumstances could be like; employees especially who does hazardous jobs, must follow safety measures which are framed by the safety officer to avoid accidents. To those employees if any accident happens, he may claim for compensation on the statutory grounds framed by the Legislature. he
Here it is the task of HR manager to crosscheck with actual safety measures to be followed and safety measures followed at the time of occurrence of accident. If it is found that the victim did not follow actual safety measures to be followed, he may not be eligible to claim the compensation. The victim of accident cannot claim that he was not aware of safety measures to be followed while performing such job, since he was already provided with job description document having all details of his job as to how to be in his job. if it is found that the victim followed actual and safety measures to be followed, the victim has right to claim compensation in accordance with the statutory provisions framed by the Legislature (labour laws). (In India, Workmen's Compensation Act, 1923 is the law that deals with claiming of conversation by employees who succumbed to accident during the course of theiremployment)
likewise; when an employee proceed legally against employer for taking disciplinary action against employee, it is a task of HR manager to crosschecks with predefined in-disciplinary activities mentioned in the job description which was already provided to that employee.
Circumstances could be like; employees especially who does hazardous jobs, must follow safety measures which are framed by the safety officer to avoid accidents. To those employees if any accident happens, he may claim for compensation on the statutory grounds framed by the Legislature. he
Here it is the task of HR manager to crosscheck with actual safety measures to be followed and safety measures followed at the time of occurrence of accident. If it is found that the victim did not follow actual safety measures to be followed, he may not be eligible to claim the compensation. The victim of accident cannot claim that he was not aware of safety measures to be followed while performing such job, since he was already provided with job description document having all details of his job as to how to be in his job. if it is found that the victim followed actual and safety measures to be followed, the victim has right to claim compensation in accordance with the statutory provisions framed by the Legislature (labour laws). (In India, Workmen's Compensation Act, 1923 is the law that deals with claiming of conversation by employees who succumbed to accident during the course of theiremployment)
likewise; when an employee proceed legally against employer for taking disciplinary action against employee, it is a task of HR manager to crosschecks with predefined in-disciplinary activities mentioned in the job description which was already provided to that employee.
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