5 Critical Job Description Elements For Your New

Transcript:5 Critical Job Description Elements For Your New:
5 Critical Job Description Elements For Your New Normal – Presented by includes the areas of organizational performance improvement, competency identification, and rewards management. Jed’s industry experience in human resources includes higher education, healthcare, hospitality, manufacturing, distribution and software where he has led projects auditing, designing and implementing total rewards programs, designing global job levels, building base and variable salary structures, developing compensation budgets, designing and developing sales compensation programs, and aligning performance management systems. He has extensive experience in developing and conducting workforce training programs in supervisor and manager training, communicating total rewards, and creating performance management systems. His clients have included public and privately held businesses, in for-profit and not-for-profit organizations. Jed has published articles on competency modeling, leadership behavior, and measuring human resource programs. He has co-published two books on workplace competency and succession planning, and reviews articles for WorldatWork. His teaching experience includes work with Penn State and Clark Universities, and brings a global HR view from work in Israel, China, Singapore, and Poland. Jed Lindholm, HR Performance Possibilities Jed’s organizational behavior experience is shaped through 15+ years as a human resource leader. His experience includes work as a Change Agent, Director/Manager, and Internal and External Consultant. The consulting work he does through his company, HR Performance Possibilities, focuses on performance management, total rewards, HR analytics, and workplace learning, and his research and teaching experience 5 Critical Job Description Elements For Your New Normal Now is the Time to Redesign Jed Lindholm, HR Performance Possibilities Why Now? COVID-19 has highlighted: Gaps in health and safety Limitations in job mobility (actual and perceived) Lack in strategic job design Over reliance on face-to-face oversight Requires us to rethink how we define jobs and become more flexible, strategic, and deliberate Where do we start? Redefining the job description Job Descriptions Before COVID Job descriptions were often a reflection of what someone did in a position rather than the job description being what is expected from the position COVID has exposed our need to have well-structured, currently defined and updated job descriptions Without well-defined job descriptions: Employees would not have a clear definition of job responsibilities Managers would not be able to accurately evaluate employee performance nor identify training gaps HR would not be able to construct equitable salary structures, career paths, maintain compliance with regulatory bodies, or retain top talent And the business itself would not have a clear