JOB DESCRIPTION MANAGEMENT Why Managing Job Descriptions Is the Single Most Critical Issue for Strategic HR A clear understanding of the Job is Required to Recruit the right people ID: 310716
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Slide1
REDEFINING
JOB DESCRIPTION MANAGEMENTSlide2
Why Managing Job Descriptions
Is the Single Most Critical Issue for Strategic HR
A clear understanding of the Job is
Required
to:
Recruit the right people
Evaluate employee productivity & performance
Protect
your
company from
regulatory
sanction
Identify and
retain top performers
Identify and manage
bottom performers
Benchmark/Evaluate
jobs
to compensate employees fairly
Develop an equitable salary structure
Protect
your future with
effective succession plans
Motivate employees with engaging Career
Paths
Identify Employee Training Gaps Slide3
Are Your Job Descriptions Ignored?Slide4
Job
DataCentral to HR/Talent ManagementA Robust up-to-date job description repository can ensure that all aspects of your HR and talent
management activities are reading from the same hymn book.So the
top talent you hire, thrive and produce to grow your business while insuring compliance with regulatory bodies.
Job Description
ATS/Recruiting Process
Performance Management System/
Process
Career
Pathing
Succession
Training
Compliance
FLSA, ADA, FDA, Joint CommissionCompensation Plans &
Salary Structure
Corporate Culture
Future PlansSlide5
Why Job Descriptions Lag Behind
People think of them as documents/paperNo one person can complete themHR knows how to write themManagers/Stakeholders know the details of the jobPeople don’t know where to startEspecially for new Jobs
Lack of contentNo Structured way to go about it
Different formats/focusEverything else is more importantRecruiting, Performance Reviews, Compensation, Market Pricing
Despite the fact that none of these can be done well without an effective Job DescriptionNo Urgency (until you need to hire someone)Slide6
A New Job Description Perspective
Right now your Job Descriptions: Cater to the lowest common denominatorConsist of blocks of dense, opaque textWith an HRTMS Jobs Repository you could:Leverage conversations with multiple StakeholdersCollects all the info you needControls who can see what
Provide information to those that need itFolks in other roles, hiring managers, recruiters, Compensation, OD
Other systems: ATS, Performance Management, HRMSTurn blocks of text into Data Points That you can search/query/interface with other systemsSlide7
What Our Clients Are Accomplishing
XeroxDriving Business Need: Construct a global job description repositoryResult: Eliminated regional duplication of job descriptions
“HRTMS
is highly focused on the needs of the customer. Using their professional and technical expertise, they deliver creative, well-designed solutions that meet the current business needs, but also retain flexibility for future requirements. Their solutions even provide job descriptions in different languages at the click of a button.” – Judy Miller
Lincoln FinancialDriving Business Need: Inconsistent job descriptions that did not meet the needs of a large, federally contracted organizationResult: Identified and solved weaknesses in their job description management process allowing for accurate, compliant job descriptions“What used to take me 30 minutes, now took me less than 3. This is brilliant."
Scott
McCloskeySRADriving Business Need: To fairly compensate top talent/retain skilled employeesResult
: Job descriptions that made new compensation plans possible (clear view of job description, how employees can grow within the organization)“The
HRTMS system has been a crucial factor in helping us to develop a sound job structure that aligns with our business. It has increased transparency for our employees and improved compliance with industry requirements
.”Slide8
Compliance
Protect against FLSA wage and hour lawsuit
In an article
,
Beware 'Misclassification Creep' in Employee Exemption, Littler Mendelson shareholder and co-chair of the firm’s wage-and-hour practice group, Lee Schreter states, “It’s easy enough for companies to ask their employees to sign off on their
job descriptions during their
periodic performance reviews, so there is both mutual understanding and,
for the employer, well-documented proof that the
employee
knows where they stand. That kind of evidence,
I believe even the courts will be hard-pressed to dismiss.”Compliance - Job
Description Acknowledgement
Healthcare (Joint Commission)All Companies (FLSA)Bio Tech (CFR Part 11)Slide9
HRTMS
Jobs- Highlighted Features
Simple for Managers and Employees
Powerful for HR and Comp
Collaboration with Stakeholders
Look up Content
Job Posting
FLSA Determination
Inheritance/Reusable Components
Job Families/Organizing Job Descriptions
Similar JDs/Consolidation
Archive/historical versions
Multi-LanguageSlide10
Some Of Our Customers