Total Compensation ServicesThe need for organizations to focus on developing sound human resources management practices has become an increasingly important factor in Canadian business. Organizations are forced to deal with the complex task of developing, implementing and maintaining sound and consistent human resources policy in conjunction with ensuring the day-to-day operations of a successful business.
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I am able to deliver premium client service by customizing my approach to your organizations' specific needs. I provide direct support every step of the way! You can expect professional results at rates which are truly competitive. I would like to arrange an information session with you to introduce myself and give you an opportunity to preview my services. Please feel free to call me at (416) 527-6766 or e-mail me at: [email protected] if you would like to set up an appointment or if you would like more information about any of my services. Pay It Forward Blog The topics of the blog address relevant compensation-related topics & concepts while providing valuable information in an “easy to understand” format and tone Pay It Forward-Components of A Job Description: Part 1-Job Purpose In this edition of the Pay It Forward blog, I will begin to show the components to include in a typical design of a job description template. In previous installments, we were able to demonstrate the purpose, uses and importance of identifying job functions in your organization. A formal job description is the tool that allows for documentation of each role using a “standard” format. The format I will begin to illustrate over the next few Pay It Forward installments ensures all necessary requirements are captured accurately in a concise, easy to access approach. We will begin by looking at what to include in the section of the job description typically referred to as Job Purpose. This represents a brief description/summary of the main or overall “purpose” of the job and the key end results expected. This section is typically found at the beginning of a job description, usually just after the key demographic information (i.e., job title, reporting relationships, etc.). It serves as the introduction or preamble to the more “detailed” sections of the document to follow (i.e., Job Duties/Accountabilities, Knowledge & Skills, Working Conditions, etc.). A one to two sentence format is ideal to use for stating the Job Purpose. It should include concise statements about the specific job with a focus on using descriptive or action verbs to best describe/summarize the job function (such as: advises, organizes, coordinates, delivers, researches, etc.). Example: Job Purpose section format--Office Manager: Organize and coordinate office operations, procedures and resources to facilitate organizational effectiveness and efficiency. Day to day management of internal administrative procedures, human resources-related activities and event planning More detailed statements will be included in the section of the job description expressly listing the job duties, tasks & accountabilities. Two primary questions should be answered or covered off by the Job Purpose statement: Why does this job exist in your organization and what are the outcomes or results expected from performing the job? In the next edition of the blog, the focus will be on the Job Duties/Accountabilities section of the job description. Remember to check out my site at https://jsokoloffconsulting.weebly.com–we are open 24/7! Pay It Forward-What is a Job Description?Welcome back to the Pay It Forward blog! In this installment, I continue the theme of the importance of clearly identifying what is considered a “job” with a view toward making better organizational compensation decisions going forward. Previously, I provided a definition of what a job is…now let’s spend some time detailing a prime piece of formal documentation used to demonstrate what components make up a job—the job description! Job descriptions are prepared and used to accurately describe a specific job function’s responsibilities and how through these work requirements, the job contributes to the organization’s mandate, goals and priorities. They represent a "snapshot" of each job’s duties & requirements at the current point in time. For every job you have in your organization, a job description identifies and describes:
Job descriptions do not solely exist for the purposes of compensation or job evaluation; they are the foundation for many HR management activities impacting the relationship between managers/supervisors & their employees including:
Next time, we’ll look at the individual sections typically included in a job description template…with examples! Pay It Forward-Filling A Job-A Compensation Perspective The objective of the Pay It Forward blogs will be to address relevant compensation-related topics & concepts while providing valuable information to you as an employer in an “easy to understand” format and tone. Employee compensation & salary related processes are costs that typically make up one of the largest, if not the largest expense you will have as an employer or business owner! When having to fill a job vacancy, many employers will find it difficult to “itemize” or identify the components of the actual job they need to fill based on the requirements they desire. When having to fill a job as a result of “replacing” the existing incumbent, many times employers perceive the job requirements based on the performance of the departing incumbent rather that the job specifics. I will illustrate why having to make this distinction is important when trying to fill that job vacancy. Let’s say you need to fill a job vacancy resulting from your Administrative Assistant moving onto another organization. The person who left had been your Administrative Assistant for almost 5 years. It is clear you want to hire someone who can quickly adapt and will keep things running as you have been used to. The vacancy now allows you the opportunity to review the job and break it into detailed components to assess the actual requirement, with a view toward finding someone who will best “fit” the function. You will discover as you start to recruit potential candidates to fill the job that each one may possess some or most of the requirements desired…but there may not be one single candidate that has exactly everything your previous Administrative Assistant had! Here is where it becomes important to make the distinction between the actual job to fill vs. filling the job with a “clone” of the previous incumbent. The specific job function to be filled continues to meet an organization requirement you identified. Your aim is to find a candidate that, when all is said and done, can perform the requirements of the job to a level expected to achieve its purpose. Every candidate you see will have some areas they are mostly strong in and others not so much. We all tend to look at the job on the surface and see what the incumbent brings, especially if it is based on those in the job for a long period of time. But that person is gone now—so you have to focus on the components of the job and make a determination what you need to “get the job done!” I hope that gives you some perspective on how important it is to "best fit" incumbents to meet the specific requirements of the job. You will make some distinctions about the individual incumbents in the job based on factors such as tenure, experience, performance, etc. But you first need to understand what the job does and why it exists! A key element employers should always consider as they build a balanced, consistent & cost effective salary administration process! Pay It Forward-What is the difference between a Job and a Position? This edition of Pay It Forward helps us understand another key distinction associated with making good compensation decisions: What is a job vs. a position? We differentiate a job from a position as follows: A job is a composite of “key” accountabilities & requirements that are performed by one or more positions or “incumbents” to achieve a specific objective or purpose. A job:
A position, on the other hand, is a composite of “core” accountabilities that are specific to and performed by one incumbent; therefore a single job can consist of multiple positions or incumbents E.g., Job X requires handling customer requests. Two incumbents perform this job (Incumbent A & Incumbent B):
Next time, we will briefly look at a piece of job documentation many organizations rely upon to definitively identify their job functions—the Job Description. |