Beruflich Dokumente
Kultur Dokumente
Table of contents
Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3
Job descriptions
Job description analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6
Recruiting and onboarding. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8
Performance management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10
Compensation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12
Learning and succession planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
Job description resources
Key questions for your organization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19
Job description resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20
About Halogen Software. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21
Introduction
Case Studies
Resources
Introduction
Introduction
Whats in a job description?
According to businessdictionary.com, job descriptions are broad, general and
written statements of a specific job, based on the findings of a job analysis.
Descriptions generally include duties, purpose, responsibilities, scope,
and working conditions of a job along with the jobs title, and the name or
designation of the person to whom the employee reports.
But formal definition aside, job descriptions are more than a document to be
created, filed away and forgotten. They are (or should be) living, breathing
documents foundational to all your talent management programs from
recruitment and learning to performance evaluations to compensation and
succession planning.
The bottom line is that effective job descriptions will help you hire the
right people for the job and successfully manage the performance and
development of those already in the job. Additionally, job descriptions help
support and justify decision-making and compliance requirements under
laws and guidelines from legislative and regulatory bodies.
Compensation
Performance
Learning and
Succession
Recruiting
Introduction
Case Studies
Resources
Introduction
How do job descriptions relate to culture if at all? Although the role of job
descriptions is to articulate the minimum requirements not necessarily the
mission, vision and values that define a culture many organizations choose
to include core competencies or values on their job descriptions. This helps
to articulate the culture and define what it means to be a fit within the
organization. These are common elements that may be transferred to a job
posting because they help attract the right candidates to the organization.
Introduction
Case Studies
Resources
Introduction
Discover why job descriptions play a fundamental role across your talent
management programs
Find out how you can adopt job description practices in your organization,
using the Halogen TalentSpace suite
Section 2:
Recruiting and onboarding
Section 3:
Performance management
Section 4:
Compensation
Section 5:
Learning and succession planning
Case Studies
Resources
Experience
duties
Supervisory responsibilities
Educational requirements
Special qualifications
Equipment/tools used
Frequency of supervision
Decision-making authority
Working conditions
Physical demands of the job
responsibilities
knowledge
skills
abilities
Introduction
The job analysis process isnt just about establishing job requirements its
also the basis for your compensation strategy and critical to defensibility
around physical/mental requirements of the job. For example, some industries
have challenging working conditions, extreme physical requirements or
unusual requirements. Being able to articulate these requirements is critical.
Getting it wrong could be catastrophic in terms of workplace mishaps and
potential accidents down the road.
Case Studies
Resources
Questionnaires
Interviews
Observation
Introduction
Case Studies
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Introduction
Smoother recruiting
Job descriptions identify the knowledge, skills, experience and certifications,
and essential functions for a job that should be included in a job requisition.
This means that your job requisition/posting can more accurately reflect the
requirements of a role, and your recruiters can more easily identify suitable
candidates.
Further, job descriptions provide
a more solid foundation for
interview questions and clear
criteria for evaluating and
selecting the right candidate for
the job. Finally, job descriptions
can help assure selected
candidates that the job theyve
been interviewed and hired for
is the one that theyll do. They
also know, right from the start,
what they need to do to succeed
in the role, which takes some of
the uncertainty out of accepting
a new job.
Case Studies
Resources
Introduction
Halogen Solution
Halogen Job Description Builder is designed to help you with
your talent acquisition process, but also benefits new employees
by providing them a job description when they start with the
organization. Additionally, the solution keeps a record of
sign-off/acknowledgement from the employee confirming,
Yes, I get my job. I understand what these requirements are,
and I have talked about them with my manager.
Using Halogen Job Description Builder with the rest of the
Halogen TalentSpace modules allows you to automatically
generate appraisals, assessments, and job requisitions based on
your job descriptions. Job requisitions can kick off onboarding
programs and learning paths for new employees.
With Halogens Job Description Builder youre never forced to
compromise and use one or more static templates for your job
descriptions. It allows you to configure as many custom job
description templates as you want and need. Include any
and all sections important to your organization.
Case Studies
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Performance management
Performance management
Introduction
Case Studies
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Performance management
Introduction
Halogen Solution
With Halogen Job Description Builder, you can ensure that every job
description you create contains key core competencies that reinforce
your winning culture, align with your organizational values and drive
continued business success.
You can also automate the process of updating position descriptions
using a configurable workflow, and ensure your descriptions
include competencies, capture essential details and are current and
consistent across the organization. You can even have employees
regularly review and sign off their position descriptions, so they
clearly understand expectations.
Competency management lays the foundation for talent
management and is required for effective and successful
performance of a job or task. Halogen Job Description Builder
leverages a common competency library. You can link specific
sections in the job description to your employee performance
appraisal and competency assessment forms to create a common
language around performance.
When a change is made to a job description in Halogen Job
Description Builder, the corresponding performance appraisal
forms are automatically updated and when changes are made to
competencies, the job description is automatically updated. This
reduces work for HR and ensures employees are always evaluated on
the right skills and competencies.
Case Studies
Resources
Compensation
Compensation
Use job descriptions to ensure your organization fairly and accurately
manages job classifications, merit matrix, pay decisions and benefit allocations.
Job descriptions make it easier for compensation teams to compare and
grade jobs fairly and consistently, and define appropriate salary scales,
making compensation more transparent and equitable.
A job description serves as a foundation for job evaluation, which is the
process of understanding the relative worth of jobs based on qualification
requirements, skills, knowledge and any other requirements. This underscores
the importance of conducting a job analysis. See section 1: Job description
analysis: Getting the job done right from the start.
Without job analysis and a
well-crafted job description,
organizations can compromise
their total compensation
strategy, resulting in the
inability to maintain a
competitive edge in the labor
market (i.e., attracting, recruiting
and retaining top talent).
Introduction
Halogen Solution
With Halogen Job Description Builder, you can establish a strong
Job Family and Job Level classification system that supports
your pay-for-performance program. Then, using Halogen
Compensation and Halogen Performance, you can suggest
compensation adjustments that adhere to the job classification
system and tightly link merit-based pay to accurate performance
evaluation and ratings.
Case Studies
Resources
Having solid job descriptions can support stronger learning and development
programs in your organization. From a learning perspective, if you understand
expectations for a role and identify what gaps or different levels of
performance exist within you can determine suitable learning activities for
these competencies.
Introduction
Case Studies
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Introduction
Case Studies
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Introduction
Halogen Solution
With Halogen Job Description Builder, providing job
transparency is simple. You can give employees and managers
online access to current and previously assigned job descriptions
and also make job descriptions accessible to the entire
organization through the Job Description Repository. For career
management purposes, Halogen Job Description Builder can
help employees uncover internal opportunities and encourage
internal mobility, resulting in more motivated and engaged
employees.
Halogen Job Description Builder integrates seamlessly with
Halogen Performance and Halogen Learning, which enables
you to link performance and learning management, measure
effectiveness and the impact on your organizations bottom line.
Case Studies
Resources
Bank of Oakridge
Creating an environment that promotes learning and professional
development is central to the corporate culture at Bank of Oak Ridge, a
community bank with locations across North Carolina. To foster those
values, the bank uses Halogen TalentSpace a cloud-based talent
management suite that links performance and development, and helps
them meet regulatory requirements.
For Ladd, Halogen Job Description Builder provides true value. When
a job description is created or updated, competencies are immediately
reflected in the employees appraisal form. Its seamless, centralized and
we dont have to think about it. We know it works, and the benefit is that
we know our job descriptions and talent management processes reflect
the culture and values of our organization as well as the critical job
specific competencies for each role.
Introduction
Case Studies
Case Studies
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Case Studies
Methodist Hospitals
Methodist Hospitals is one of the best hospitals in Indiana, ranking 13th
overall out of 175 hospitals in 201314 (U.S. News & World Report Best
Hospitals). Its a not-for-profit, community-based healthcare system that
provides services to individuals who may not be able to pay for them.
As a safety net hospital, theyre always looking for ways to improve
efficiencies, while maintaining patient satisfaction.
Introduction
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Introduction
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Do your job descriptions clearly identify what is required for employees to move from one role to another?
Do your job descriptions include the core, leadership and job-specific competencies that lead to high performance in your organization?
Are job descriptions considered a fundamental resource to aligning your talent management programs for recruitment, learning and
development, performance management, compensation and succession planning?
Do you review your jobs descriptions on a regular basis to ensure they reflect current job requirements? Do you do this after major
organizational change, a shift in the marketplace or other major business events that impact your jobs?
Introduction
Case Studies
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Article: The pivotal role job descriptions (should) play in your talent
management programs. Dr. Gordon Medlock explains the pivotal role
that job descriptions should play in your talent management programs.
Introduction
Case Studies
Resources
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Halogen Software offers an organically built cloud-based talent management suite that reinforces and drives higher employee performance across all talent
programs whether that is recruiting, performance management, learning and development, succession planning or compensation. With over 2,100 customers
worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in
the industry. Halogen Softwares powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organizations that want to build a
world-class workforce that is aligned, inspired and focused on delivering exceptional results.
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Introduction
Case Studies
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