Beyond the Job Description Presented by: Heather Kinzie SHRM-SCP, SPHR, GPHR @LeadingSolution...
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Transcript of Beyond the Job Description Presented by: Heather Kinzie SHRM-SCP, SPHR, GPHR @LeadingSolution...
Beyond theJob Description
Presented by:Heather Kinzie
SHRM-SCP, SPHR, GPHR
@LeadingSolution#ILSHRM15#BeyondtheJD
Session Agenda• Purpose of Job Descriptions
• Problem with Job Descriptions
• Getting past the ridiculousness
• Five-step Job Analysis
• Moving beyond
@LeadingSolution#ILSHRM15#BeyondtheJD
Job Descriptions: they should…
• Define purpose of job
• Identify essential functions
• Support FLSA exemptions
• Identify relevant qualifications
and competencies needed
to perform at proficient level
• Communicate working conditions and consider ADA issues@Le
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Job Descriptions: they are…• Outdated or non-existent
• Written for “perfect” or “hypothetical” world
• Too broad, too specific, filled with “trend” words or “jargon” or filled with irrelevant information
• Not written by someone doing the work or written only by someone doing the work
@Le
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Intended Journey
Good intentions
Clea
r Exp
ecta
tions
Job SatisfactionProductivity and Effi
ciencies
Satisfaction and Engagement Retention
Utopia
@Le
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Actual Journey
Good intentions
Misa
lignm
ent
Job DissatisfactionLow
Productivity
Low Morale
TurnoverIncreased or Wasted Effort
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Our Journey• We refer to the job title…and that’s about it.
• We use the title and minimum qualifications…and that’s about it.
• We use the title, essential functions and minimum qualifications…and that’s enough!
• What job descriptions?
• We supplement our workforce planning, recruiting and selection, performance mgmt. and workforce development processes with a thorough job analysis.
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Reality CheckIf you are barely using or only using Job Description as written,
• Workforce Planning won’t be realistic.• Recruitment activities will fall short.• Screening will be flawed.• Selected candidate will not be a good fit.• Perf. Mgmt. will be disconnected.• Professional Devp. won’t be aligned.• Much time will be wasted!@
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ingS
oluti
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#ILS
HRM
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#Be
yond
theJ
D
Beyond the Job Description
• Realistic, relevant and specific Job Descriptions
• Thorough understanding of success
• Thorough understanding of barriers
• Identification of technical and behavioral competencies
• Vision, Mission and Workplace Culture awareness
@Le
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#I
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Job Analysis: Step One
1) Why does the job exist?
Prepare a list of essential/key* responsibilities.
* If the work doesn’t get done, the sky will fall!
@Le
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Job Analysis: Step Two
2) What does success look like?
What does it look like, sound like, etc.? How do you know when you have it? What do your customer see when they get it?
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Job Analysis: Step Three
3) What are the typical barriers blocking success?
What “hurdles” have to be jumped on a regular basis? What is likely/probable to get in the way of success?
@Le
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Job Analysis: Step Four
4) How does someone overcome the barriers?
What technical and/or behavioral competencies must the employee have in order to jump the hurdles and get to success?
@Le
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Job Analysis: Step Five
5) Address Vision, Mission and Culture
Where is your organization headed?How is it planning to get there?What is the work culture like?
Now, identify employee characteristics that would be in alignment.
@Le
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Challenge the Status Quo• Engage with the Hiring Manager and/or Team.
• Go learn the “reality” of the situation.
• Energize your efforts – get creative on how you gather this information!
• Make your reality closer to “perfect.”
• Utilize what you learned to “go beyond” in other HR program areas.
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Heather Kinzie, SHRM-SCP, SPHR, GPHR• Strategic Management• Workforce Planning• Employee and Labor Relations• Human Resources Development• Process Improvement (LEAN)• Facilitation, Mediation and Team
Building• Public Speaking 907.334.5828
www.blog.aleadingsolution.comLinkedIn or Twitter @leadingsolution
@Le
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RM15
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