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Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
Best Practices In Job Description Design and Management
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Best Practices In Job Description Design and Management

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Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares state-of-the-art best and next practices to consider when creating and maintaining effective Job Descriptions.

Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares state-of-the-art best and next practices to consider when creating and maintaining effective Job Descriptions.

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  • 1. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Best/Next Practices in Job Description Design & Management About Don Berman Professional Services Leader - HRTMS  Since 1989, Don Berman has spearheaded the introduction and adoption HR and talent management applications and technology driven best practices at large and mid-sized companies throughout the U.S. As co- founder and Professional Services Lead, Don has helped guide HRTMS Talent Management solutions toward a new Job Description-centric model that resulted in HRTMS Jobs--the leader in Job Description Management.
  • 2. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Best/Next Practices in Job Description Design & Management presented by Don Berman
  • 3. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Why Managing Job Descriptions Is the Single Most Critical Issue for Strategic HR A clear understanding of the Job is Required to: Recruit the right people Evaluate employee productivity & performance Protect your company from regulatory sanction Identify and retain top performers Identify and manage bottom performers Benchmark/Evaluate jobs to compensate employees fairly Develop an equitable salary structure Protect your future with effective succession plans Motivate employees with engaging Career Paths Identify Employee Training Gaps
  • 4. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Are Your Job Descriptions Ignored?
  • 5. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Why Job Descriptions Lag Behind • People think of them as documents/paper • No one person can complete them – HR knows how to write them – Comp/Compliance have concerns – Managers/Stakeholders know the details of the job • People don’t know where to start – Especially for new Jobs – Lack of content • No Structured way to go about it – Different formats/focus • Everything else is more important – Recruiting, Performance Reviews, Compensation, Market Pricing Despite the fact that none of these can be done well without an effective Job Description
  • 6. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Data Central to HR/Talent Management • A Robust up-to-date job description repository can ensure that all aspects of your HR and talent management activities are reading from the same hymn book. • So the top talent you hire, thrive and produce to grow your business while insuring compliance with regulatory bodies. Job Description ATS/Recruiting Process Performance Management System/ Process Career Pathing Succession Training Compliance FLSA, ADA, FDA, Joint Commission Compensation Plans & Salary Structure Corporate Culture Future Plans
  • 7. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS
  • 8. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS About This Presentation • Although we provide recommendations -- Not an Ivory Tower • Based on what our clients are doing – Components they are using – What they are using them for – Samples/Guidelines – Statistics – Screenshots/document snippets for context
  • 9. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS We See Job Descriptions Differently • Job Descriptions  Cater to the lowest common denominator  Consist of blocks of dense, opaque text • Job Repository  Leverages conversations with Stakeholders • Collects all the info you need • Controls who can see what  Provides information to those that need it • Folks in other roles, hiring managers, recruiters, Compensation, OD • Other systems: ATS, Performance Management, HRMS  Turn blocks of text into Data Points • That you can search/query/interface with other systems • Change the way you think about Job Descriptions
  • 10. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Looking for a cookbook? • Not One Size Fits all • What’s in your Job Description depends on: Job Description ATS/Recruiting Process Performance Management System/ Process Career Pathing Succession Training Compliance FLSA, ADA, FDA, Joint Commission Compensation Plans & Salary Structure Corporate Culture Future Plans
  • 11. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS The Agenda • General Guidelines • Legal Consideration • Job Description Elements– What/How/Why • Competencies, Skills, and Essential Functions • Collaboration • Content • Job Descriptions and Job Posting • FLSA Determination • Reusable Components (Inheritance) • Organizing Job Descriptions • Similar JDs/Consolidation • Access • Historical Job Descriptions
  • 12. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS General Guidelines - Job • It’s about the Job  Everything in your JD must be about the Job  Resist using JD to describe an individual or personality traits • Upbeat personality • Excellent customer services skills  For ADA Include only relevant necessary requirements • If the item is not absolutely necessary to do the job – Leave it out – Include it as a Non-Essential function  Future of the Job • Look forward to the what may be needed down the road
  • 13. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS • Clear  Avoid flowery overwritten and vague verbiage: • “…responsible for communicating any internal issues of importance to any of the constituencies involved in the company’s day-to-day happenstances, in formats including, but not limited to daily updates, weekly publications, annual reports.” Vague, Confusing, Does not describe what the person will actually do • “Handles internal communications regarding company decisions and accomplishments on an as needed basis” • Reasonable/Truthful  Avoid Hyperbole “On call 24/7”  Don’t Glamorize the JD General Guidelines - Language
  • 14. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS • Use language that points to desired results • That indicates how success can be measured • Without exaggeration uses powerful/influential language  “Through the use of direct marketing, candidates must be able to build and measurably grow sales to a sustainable client base.” General Guidelines – Language cont.
  • 15. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS • Don’t discriminate by: Age “…Youthful energy…” Race/Religion “Must be able to work on Yom Kippur” Marital Status “Travel Requires unmarried…” Gender Specific “Previous experience as a waitress” • Don’t undermine at will employment “This is a permanent Position” Don’t Mention unless Temp “…prides itself on employee retention” Omit. Implies ongoing employment • Don’t make promises you can’t keep “…performance will be rewarded” “…will lead to training opportunities” “…supervises a staff of trained professionals” Legal Considerations
  • 16. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS • Don’t violate Applicants Privacy “…Ability to function without sleep…” “…single able spend full energy on the job” “…must have “blue state” mentality” “…candidate must not have other work commitments” • Don’t create FLSA Classification Problems – JDs are not required but essential function are usually central in any dispute “…Supervise 2 employees/can hire and fire” “…Will supervise department” “Eligible for overtime pay” Omit. “This is an exempt position” Don’t use these terms or “…Salaried position” Discuss this topic Legal Considerations cont.
  • 17. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS • Protect against FLSA wage and hour lawsuit In an article, Beware 'Misclassification Creep' in Employee Exemption, Littler Mendelson shareholder and co-chair of the firm’s wage-and-hour practice group, Lee Schreter states, “It’s easy enough for companies to ask their employees to sign off on their job descriptions during their periodic performance reviews, so there is both mutual understanding and, for the employer, well-documented proof that the employee knows where they stand. That kind of evidence, I believe even the courts will be hard-pressed to dismiss.”  Compliance - Job Description Acknowledgement • Healthcare (Joint Commission) • All Companies (FLSA) • Bio Tech (CFR Part 11) Legal Considerations cont.
  • 18. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Description Elements • Job Attributes  Job Indicative Information  Organization Information • Description/Summary • Essential Functions • Qualifications • Physical Demands/Working Conditions • Competencies • Scope
  • 19. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Attributes • Indicative Information Typical Elements  Job Code  Job Title  FLSA Classification  Grade  Date Created/Revised  Reviewed by
  • 20. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Attributes • Organizational Information –  Business Unit/Region/Division, etc.  Reports To  Locations  Departments  Supervision Exercised/Received  Managers/Employees
  • 21. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Description/Summary Overview of Job, used as a synopsis, for market pricing and recruiting. Used as a hook to draw in the reader. • Sample Guidelines  Short statement that states why the job exists  Short statement that describes the role and how it supports the company’s key objectives using specific measures of success  Elevator Pitch for the job
  • 22. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Description/Summary Concerns for Description/Summary • Blank Page Syndrome • War and Peace Syndrome Remedies • Feedback/Revision Process • Text Limits (75 words) • Spell Check • Leverage Content
  • 23. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Definition of terms: Essential Functions, Skills and Competencies • You have competencies (measurable/acquired over time)  Knowledge, behavior, characteristics, aptitudes and/or strengths that are needed to perform and excel.  e.g., Problem solving • That allow you to learn Skills (acquired quickly)  Something tangible you can know or learn  e.g., Event Planning • That you can apply to accomplish Essential Functions  Daily tasks that need to be performed.  e.g., Manages logistics for major corporate events. These include: “town hall” meetings and webcasts, investor relations…
  • 24. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions • AKA Duties, Responsibilities, Accountabilities… • Used for:  Performance appraisal.  ADA – Can an employee with a disability perform these functions; if not, what accommodation can be made?  Recruiting/posting  FLSA, Affirmative Action and Joint Commission
  • 25. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions • Sample Guidelines  What they do, not how they do it. If it’s less than 5-10%, should not include unless it is a highly critical function  Statements that describe the main areas in which the role holder must produce results in order to achieve the purpose of the role. They start with a verb and describe the end results rather than duties or activities or broad, vague statements. These responsibilities should be limited to the six or seven most important ones and put in descending order of importance.  Begin each task statement with an action word (verb), which describes a specific kind of behavior. Then describe what, how and why each task is performed.
  • 26. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Function (More…) Template for Building Essential Function Statements Result To Be Achieved “Control Expenses BY” Action (using Action verb) “Analyzing department budgeting and accounting reports” Means to measure success “To keep monthly expenses below 10% of Revenue”
  • 27. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions • Information captured  Description of Essential Function  Also • Percent of Time • Frequency • Level • Weight These can affect FLSA Determination
  • 28. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Essential Functions Other options for Essential Functions • Additional Responsibilities  Used to generalize JDs  Used to define responsibilities that may not be used for all employees in a job  e.g. Work Nights/weekends, perform a location/business unit specific task • Entity Specific Functions • Required Responsibilities  For All Jobs  Mission/Vision
  • 29. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Qualifications • Used for recruiting, career pathing and compliance • Sample Guidelines:  “We educate our managers that they need to determine the minimum and preferred education/certification, skills, and experience required for the job so that HR can legally defend why an applicant is or is not hired. ”
  • 30. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Qualifications • Most Common Information captured  Education  Experience  Skills  Licenses/Certifications (Joint Commission) • Also Captured  Technology/ Software Skills  Languages
  • 31. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Qualifications Category Item Details/ Other Required/ Preferred Proficiency Other % Using Education Level X X ~ 100% Experience Level X X ~ 100% Skills Skill X X X ~ 90% Lic/Cert Lic/Cert X X Timeframe ~80% Technology Tech Skill X X X ~ 10% Languages Language X X X ~ 10%
  • 32. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Physical Demands/Working Conditions Used for ADA situations to determine if an employee is capable of performing in the job • In conjunction with Essential Functions • Used to determine what accommodations can be made • Most Common Information captured  Physical Demand/Working Condition Description  Frequency  Weight (for weight related items)
  • 33. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Physical Demands/Working Conditions Process for determining physical demands/working conditions Items • Industry specific  Corporate/Healthcare/Manufacturing • Often culled from disability claims over time • Reviewed periodically to evolve over time with changes in job equipment and ADA.
  • 34. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Physical Demands/Working Conditions Category % Using Physical Demands ~ 100% Working Conditions ~ 100% Physical Demands with weight requirements ~80% Coordination/Visual Acuity <10% Essential Physical Requirements <10% Bloodborne Pathogens <10% Cognitive Requirements <10% Emotional Effort <5%
  • 35. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Competencies • Measurable/score-able • Used for performance reviews • Most use in conjunction with Essential Functions • Corporate – Behavioral • Healthcare - task related due to regulatory requirements • Number Limited
  • 36. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Competencies Category % Using Core Competencies ~20% Departmental Competencies ~50% Position Specific Competencies ~60% Leadership Competencies ~40% Customer Service/others <10%
  • 37. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Scope • Generally, help gauge impact of the job on an organization • More specifically  Job Evaluation  Grading  Compensation  Participation in bonus plan  Aid in FLSA determination
  • 38. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Scope Some examples are: • Freedom to Act • Problem Complexity • Impact • Supervision Exercised/ Received • Financial Responsibility • Budget Responsibility
  • 39. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Scope • Job Evaluation - Factors used for leveling are dictated by the leveling methodology various IPE(s), Hay or homegrown Excel Point Factor System • Some examples are:  Nature/Area of Impact  Creativity  Internal/External Contacts  Project Management  Business Expertise  Leadership
  • 40. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration • Collaboration is the key to effective job descriptions because the knowledge needed is embedded in multiple Stakeholders. • Typical participants are:  Hiring Manager  HR Generalists  Compensation • Track changes paradigm
  • 41. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration • Collaboration must be flexible, allowing stake holders to reach out to other contributors on the fly:  Upper-level Managers  Department/Entity/Location Leaders  Other SME’s • Ad hoc Reviews Provide simplicity/flexibility
  • 42. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration Best Practice – Stake Holders Manager Selects Descriptions HR/HR Business PartnerMark-up Process  Keep it Simple • Allow managers to make requests simply from their perspective • Empower HR Business partners to route for further approval
  • 43. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Collaboration Best Practice - Oversight © 2013 HRTMS, Inc. All Rights Step 2 Reviewer(s) Step 3 Reviewer(s)... HR/Compensation Final Approval Step 1 Reviewer(s)
  • 44. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Content • Sources of Content  Stakeholders  Client Job Descriptions  HRTMS Content Library  Client libraries/data from other systems • Content Applied to  Summary  Essential Function  Competencies  Skills  Less often, Qualifications
  • 45. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Content-Search • Search Content  By Job Description  By Job Family/Function  By Occupation  By Saved List  Standard Statements
  • 46. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Content-Promoting Consistency • Standard Statements • Reusing/Refining Existing Content
  • 47. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Job Descriptions and Job Posting • Low hanging fruit for integration • Automate or cut and paste • Attended/background integration
  • 48. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS FLSA Questionnaires • DOL Questionnaires • State or other Questionnaires
  • 49. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Inheritance Inherit Data from Parent Job Descriptions • Typically Essential Function, Skills, Certifications, Competencies • But could be any Job Description Element Changes to Parent auto populate to children
  • 50. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Inheritance - Uses • Generic Jobs  Nurses, Accountants, etc. • Entity  Department, Division, Business Unit, Location etc. • Job Classification  Job Family/Function  Exempt/Non-Exempt, EEO  Arbitrary Classification
  • 51. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (View) • Filter JDs By Entity/Other attributes  Business Unit, Department, FLSA/EEO Classification, Job with openings, etc.
  • 52. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (Job Families) • By Job Family/Function • Career Paths • Related Jobs • Side-By-Side Views  Career Matrix  Qualifications Comparison  Scope Factor Analysis
  • 53. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (Analysis) • Best Practice – Matrix Explorer
  • 54. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Organizing Job Descriptions (Consolidating) Relationship between Job Codes(HRMS) to Job Descriptions • Many (Job Codes) to one Job Description  Often Driven by concerns due to Legacy JD Management  Facilitated by entity specific Elements • One (Job Code) to One Job Description  Best Practice for Repository  But Some Clients want a 1:1 ratio of JDs to employees
  • 55. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Similar Jobs/Identification • Identify jobs that are similar enough to be candidates for consolidation
  • 56. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Similar Jobs/Consolidation • Consolidate Job Descriptions/Create Parent Job Descriptions
  • 57. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Access • Provide access to:  HR/Compensation  Managers  Employees HR/Comp Only Managers Stakeholders Employees Employees Managers Stakeholders Employees 5% 95% 50%
  • 58. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Keep a Record of Historical Job Descriptions • Defend Hiring Decisions • Protect yourself against Regulatory Audit
  • 59. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Wrap up If you stop thinking of a Job Description as being limited by the restrictions imposed by documents: • You’ll see that a Job Description Repository can:  Drive Performance, Compensation, Recruiting, Succession, and Training  Job Descriptions are the logical centerpiece of your Talent management Landscape
  • 60. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS What Did We Miss?
  • 61. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS Questions
  • 62. © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS © HRTMS Inc. All Rights Reserved hrtms.com 919.351.JOBS How To Contact Us Don Berman don@hrtms.com Ashley Robinson ashley@hrtms.com 919.351.JOBS (5627) www.hrtms.com

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