BUS 303 Week 2 assignment Nicole Martinez

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BUS 303
Oct 15, 2023
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Martinez BUS 303 Week 2 Assignment - 1 Week 2 Assignment Nicole Martinez The University of Arizona Global Campus BUS 303 | Human Resource Management Maria Kithcart February 13, 2023 Introduction Job descriptions are used by organizations to help manage their employees' performance. By aligning the tasks and responsibilities required of employees in a given role, the organization is able to attain their
Martinez BUS 303 Week 2 Assignment - 2 goals in a more efficient manner. This assignment will divulge what a job description is, and why it is a vital component of employee management. Management Function Human Resource management works directly with frontline management to develop job descriptions for each role. According to Youssef (2015), this collaboration between HR and Management help "to bring capable human assets into the organization who can perform the duties and responsibilities that will keep the organization functional and competitive in the market." (Youssef, 2015) Setting clearly defined standards for each position not only takes the guess work out of what is expected of the employee, but also provides a foundation that they can build onto. Job Description Areas Job descriptions could be broken down into three main sections: identification section, a general job summary, and a detailed list that includes "all important and influential functions, tasks, duties, assignments, commitments, and responsibilities associated with the job" (Youssef, 2015, Chapter 3) Some of the things that should be a part of a good description are tasks, tools & technology, knowledge, skills & abilities, and education requirements. Outlining tasks will leave the employee with a checklist of things to complete. Tools and technology standards will let them know what resources they
Martinez BUS 303 Week 2 Assignment - 3 have. KSA's will give them an outline of what is expected of an employee in the role when taking it. Knowing the skill level needed for a role is important when trying to find a qualified candidate. This philosophy can also be applied to the education requirement as well. Legal Components The Equal Employment Opportunities Commission (EEOC) is an agency that enforces Title VII of the Civil Rights Act of 1964. This policy ensures organizations do not discriminate based on race, color, religion, sex, national origin, age (40 or older), disability or genetic information. (U.S. EEOC, n.d.) Any criteria listed within a job description must not discriminate any person. For example, if a disabled employee is able to do the job with reasonable accommodations, the employer is not allowed to discriminate against the employee for being disabled. Assessment Methods Once you have developed a sound job description, HR managers will use this to recruit candidates to fill the position. In order to find a great match for the position, HR managers should choose useful selection processes to decide which candidate to move forward with. The most common assessment methods to be used are interview and aptitude testing. I believe if the organization consistently follows similar guidelines when working through each of these steps, it will give each candidate a fair chance and avoid discrimination claims.
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