Presentation on

Job Description &

Job Specification

Presented by
resented to :-
:-
 Ashirwad Aran
espected Mrs. Malti Borgia Madam.
 Ajinkya Sule
 Anubhav Lal
 Ankit Kalonia
 Aditya Bagayatkar
 CONTENTS
 Introduction
 Importance of Housekeeping
 Job Study & Analysis
 Job Description
 Job Specification
 Job Evaluation
 Role Play
 Rules for Interviewers
 Pitfalls
 Advantages
 Conclusion
 Bibliography
 INTRODUCTION
We the Aspiring Managers are here for
presentation on

“Job Description and Job Specification”

House Keeping Dept.

Thereby helping the management for selecting

the Right Candidate for the Right Job
IMPORTANCE OF
HOUSEKEEPING
 The ‘Housekeeper’ is the Eyes and Ears of
management of the Hotel.
 The Rooms are the ‘Heart of the Hotel’.
 The Housekeeping department is the largest single
‘EMPLOYER’ in the hotel.
 The recruiting, training, supervision & retention of
housekeeping personnel is a never ending challenge.
 When a guest enters his room, unless it’s décor is
appropriate, the air odour free & the furnishings
spotlessly clean, the guest is lost as a “Potential
Repeat Customer”.
 JOB ANALYSIS

JOB DESCRIPTION JOB SPECIFICATION

(Job oriented) (Employee oriented)

Education
Experience
Job identification
 Job Summary  Training
 Relation to other jobs  Judgment
 Location in the hierarchy  Initiative
 Machine tools & equipments used  Physical effort
 Materials used  Physical Skills
 Responsibilities  Communication Skills
 Conditions of work, location of work,  Emotional Characteristics
 Unusual sensory demands su
posture
 Hazards as vision, smell, hearing etc
 Job Description
 Job descriptions give a general description of the work to be
carried out and of the type of person required to do it; e.g.
Education background, work experience , additional
responsibilities working conditions as well as equipments
and materials to be used in the course of the job.
 Job descriptions must be tailored to the specific operational
need of individual properties.
 Job descriptions can ease employees anxiety by specifying
responsibilities, requirements, and peculiarities of their
jobs.
 It is used in recruitment, training, performance appraisal &
wage and salary administration.
 It is a detailed report describing all functions that must be
performed by a GRA, housemen etc.., and the manner in
which they must be performed.
Drafting Job Description

Following guidelines help in writing a good Job Description:-

i. Scope & nature of the work, including all important

relationships should be indicated.
ii. The work & duties of the position should be clearly laid out.
iii. Show the kind of work, degree of complexity and skill
required.
iv. Supervisory responsibilities should be explained to the
incumbents.
 JOB SPECIFICATION
 It is a written itemization of the minimum requirement that
must be met by an applicant for a particular job.

 These are derived from a Job Description.

 After describing the job, all specifications are listed for the
position; filling in the requirements for each important
aspect in detail. This procedure is called JOB
SPECIFICATION.

 Accurate Job Specifications & a realistic Job Description go

hand in hand in a good recruitment process. They are
invaluable tools for interviewers and applicants alike.
 ADVANTAGES TO H.R.

 It helps
 ADVANTAGES TO
MANAGEMENT
 It helps in selecting right candidate for the right job.

 It helps the employees in adjusting to different

working standards.

 It adds to job satisfaction which helps in reducing

employee turnover.

 It helps in reducing Manpower cost like:-

“Recruitment Training” etc.

 It helps the task of implementing standardized

procedure.
 ADVANTAGES TO
EMPLOYEES
It simply states what the employee must be
able to do in order to perform their job.

Job descriptions can ease employees anxiety by

specifying responsibilities, requirements, and
peculiarities of their jobs.

It forms the basis for developing job

breakdown.

It provides job security.

 CONCLUSION
The conclusion drawn from this data is:
 Identifying training needs of Personnel

 Creating recruitment strategies.

 Making performance reviews.

Without proper job analysis by the human resources

department, it is difficult for any organization to remain
competitive and be able to attract and retain talent.
 BIBLIOGRAPHY
 The Professional Housekeeper by Mr. Raghubalan

 Housekeeping resource material by Mrs. Malathi Borgia

 Michigan State University Extension Study Report

 L.C. Pigage & J.L. Tucker, Institute of Labor and Industrial Relation, University of
Illinois (adapted from the bulletin, job evaluation, 1959)

 Human Resource Management from ICFAI University, Hyderabad.

 http://reader.google.com

 http://www.flicker.com

 http://www.michigan.edu/info