REDEFINING  JOB DESCRIPTION MANAGEMENT
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REDEFINING JOB DESCRIPTION MANAGEMENT

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REDEFINING JOB DESCRIPTION MANAGEMENT




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Presentation on theme: "REDEFINING JOB DESCRIPTION MANAGEMENT"— Presentation transcript:

Slide1

REDEFINING

JOB DESCRIPTION MANAGEMENT

Slide2

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 Plans

Slide5

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 systems

Slide7

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

AcknowledgementHealthcare (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-Language

Slide10

Some Of Our Customers