In Yesterday’s Advisor, we covered the basic pitfalls in job description writing. Today, a handy job analysis questionnaire you can use, plus good news—there’s a checklist-based audit system for you to use to evaluate all your HR practices.
You use job descriptions for everything from hiring to evaluation, so you want your descriptions to be as precise as possible. Use our tips to help you refine your job descriptions, stay competitive in your industry, and attract the best qualified employees.
Free Special Report: 5 Mistakes Everyone Makes With Job Descriptions and How to Avoid Them
If an employee with a disability is reassigned to a vacant position that better accommodates the disability, but this position does not pay as well as the one they started in, can the employee’s pay be reduced? Can having a high school diploma or GED be a job requirement? What happens if a disabled employee refuses to accept any of the reasonable accommodations offered by the employer? During a recent BLR webinar, Jennifer Sandberg lent her expertise to answer these questions and more.
Some organizations have very structured job descriptions, with detailed processes and automated systems to keep up with job descriptions. However, other organizations have more limited resources or may not have a formal human resources department, or may not have an embedded process for creating and maintaining effective job descriptions.