Essay On Job Description

Essay on job description
CHAPTER 1: INTRODUCTION & THEORETICAL FOUNDATIONS/ IMPORTANCE OF ETHICS FOR MANAGERS
(Week 1)
TRUE/FALSE
1.Stockholders are individuals, companies, groups, and nations that cause and respond to external issues, opportunities, and threats.
2.A first step toward understanding stakeholder issues is to gain an understanding of environment forces that influence issues and stakes of different
groups.
3.Demographically, the workforce has become more homogeneous.
4.For business leaders and managers, managing ethically also means managing with integrity.
5.Ethical and moral issues in business can be examined from three levels: individual, group, and organizational level.
6.Ethics is a personal,...show more content...
ethics is a public, not personal, affair.
b.
business and ethics do not mix.
c.
business ethics is relative.
d.
good business means good ethics.
17.Which of the following popular myths argues that business practices are basically amoral, since business operates in a free market?

a.
Ethics is a public not personal affair
b.
Business and ethics do not mix
c.
Business ethics is relative
d.
Good business means good ethics
18.Which of the following myths holds that right or wrong are in the eye of the beholder?
a.
Ethics is a public, not personal, affair
b.
Business and ethics do not mix
c.
Business ethics is relative
d.
Good business means good ethics
19.For which of the following reasons is ethical reasoning required in business?
a.
Laws are sufficient and cover all aspects or "gray areas" of a problem
b.
Free–market, not regulated–market, mechanisms effectively inform owners and managers about how to respond to complex issues and crisis
c.
Complex moral problems require an intuitive or learned understanding and concern for fairness, justice, and due process to people, groups, and
communities
d.
All of the above
20.Which of the levels in Kohlberg's Stages of Moral Development is also referred to as self–orientation?
a.
Conventional
b.
Postconventional

c.
Social contract
d.
Preconventional
21.Ethical training can add value to an organization in which of the following
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Job Description Of Job Analysis
Job Focus If a job focus is used in job analysis, the evidence collected will centre on what tasks are completed, the accountabilities of the position
and any accountabilities that the individual takes. Employee Focus If an employee focus is used, the evidence gathered would centre on the
individual behaviour that is used to get the work complete. This technique recognizes any skills or qualifications that the individual doing the work
would need to be successful. From the job analysis, the HR manager creates a number of documents. These include a: Job description Job
specification Job Descriptions Before you can employee suitably trained employees you must identify what skills and knowledge they essential to do
the work successfully. Developing a job description first usually does this. A job description describes the main objectives, accountabilities and jobs
related with the job. This document is used to support supervisors and the individual performing the job to recognize what is expected. It is a valuable
document to discuss to at what time employing new employees, conducting performance evaluations and disciplinary interviews needs to done. Job
Specification A job specification is established from the evidence in the job description. These document emphases on the individual characteristics and
experiences that the individual doing the job should have. It generally summaries the particular skills, education and knowledge needed to complete the
job. The job

Job Analysis Essay example
Job Analysis Job analysis involves a systematic investigation of jobs using a variety of methods, to determine essential duties, tasks and
responsibilities. Job analysis is crucial to the identification of relevant skills and competencies. It involves obtaining objective and verifiable
information about the actual requirements of a job, and the skills and competencies required to meet the local area and University's needs. Job analysis
facilitates accurate recruitment and selection practices, sets standards for performance appraisals and allows appropriate classification/reclassification
of positions. Comparing the skills possessed by employees with the results of job analysis can greatly assist in workforce planning strategies...show
more content...
The optimum amount of variety will differ from person to person and could depend on the level of the position. Responsibility: Employees need to
feel responsible for a significant part of the work they perform, either individually or as part of a team. Work should be clearly identified enabling
employees to see that they are personally responsible for the successes and failures that occur as a result of their own actions. The employee should
understand the significance of the work and where it fits into the purpose of the local area and within the University. Autonomy: This goes hand in
hand with responsibility. Employees should have some areas of decision making within the framework of their job. Autonomy means giving more
scope to employees to regulate and control their own work. Working environment: A job should provide a safe and healthy working environment that is
free from discrimination and harassment. It is also important to consider the types of work aids and equipment required to perform the role. Employees
need to understand their reporting relationships. For example, who does the position report to, does the role have any direct reports, the location of the
position and what hours are required. It is important to identify who and the level of interaction that is required with key internal and external
customers. Recognition and support: Employees need jobs that contribute to self–respect,

Descriptive Essay About My First Job
My First Job. Or should I say the first instance where I earned a large sum of money for working. It was not that hard only moving a little bit of
mulch. But it meant a lot in a different way. I was becoming an adult working hard in return for a few scraps of paper. The paper that makes the
world go round. I was earning it through some tough, but short labor. The Work was let's just say cumbersome. It was a warm day in March the
sun was blistering hot, heating anything under it like an oven. While a bitter cold breeze blew all the heat away. Except in my case, wearing
storm, including wind resistant pants and a shirt that trapped that heat right in. Let's just say I was sweating in a few minutes. I hate my thick
Wisconsin blood. The heat would have not been that bad if my face and hands weren't rosy from the chill. The job was tough but I was growing up.
I quickly grew calluses on my hands and had dirt in my pores. There were scratches on my arms and pine needles down my neck. I was starting to
look like a man. I was starting to become like my dad. Hands callused and skin tough and thick like leather. The palms rough with wear. I was only
beginning. Hands soft, muscles strong, but not hardened, built for work. This was only the beginning.
Ever hour or so another muscle group would get sore. Before long everything hurt. But I knew it would all be worth it in the end. Every adult worked
and I could too, the money was worth it. Soon that was all that filled my mind the

Writing job descriptions can be over whelming, challenging and confusing however, Human Resource Management Specialist have expertise to assist
hiring managers with job analysis which creates the foundation for job descriptions. Youssef (2015) noted, "Job descriptions identify characteristics of
the job to be performed in terms of the tasks, duties, and responsibilities and serve as a benchmark for many human resource matters such as
compensation, performance evaluations, training needs assessments, and promotions" (p. 64). This paper will provide an overview of a Logistics
Management Specialist job description, describe two advertisement methods to recruit a potential new hire and address two methods to assess a
qualified candidate.
This position is that of a Senior Logistics Management Specialist, Deputy Aircraft Maintenance Material Readiness List (AMMRL) Program Manager,
in the Life Cycle Management and Computer Resources Branch, Naval Air Warfare Center, Weapons Division, China Lake, California. The branch
designs, develops, and implements configuration control, operation, and management of the Automated Support Equipment Recommendation Data
(AUTOSERD) System, Automated Decision Support System (ADSS) and Integrated Logistics Information Data System (ILIDS). This position
provides technical expertise in the planning, coordinating and integration of the total Integrated Logistics Support (ILS) efforts for all AMMRL Program
support equipment. Significant effort is

Job Analysis Job Description Essay
Compare two (2) job positions from the episode and perform a job analysis of each position.
Comparing two positions from the Norwegian Cruise Line episode, they are crew staff and recreation staff. Both positions are important for the smooth
running of the ship. Guests expect to have entertainment functions to attend as well as be able to attend different social activities. The contributions
these positions make to the overall running of the cruise ship is priceless. Cruise staff is responsible for the entertainment and social activities on the ship
. The ship plans over 100 activities on a weekly basis, like bingo, karaoke, and line dancing. It's the responsibility of the crews' staff to interact and
make positive connections with...show more content...
Also spends most of the time socializing with the guests and participation in shipboard activities. Responsible for hosting shows and events and
greeting passengers as they come aboard and assisting passengers as they disembark the ship (Director, 2013).
Describe your method of collecting the information for the job analysis (i.e., one–on–one, interview, survey, etc.).
There's several method of collecting information for a job analysis. Here are some common methods. When choosing a method consideration needs to
be taken for time, cost and efforts. According to Raghavendra, eHow Contributor, you first evaluate the worth of the position. Then prepare
descriptions for each position. Next prepare job descriptions for each position. Follow it up by reviewing the companies present staffing condition.
Collection of information through the process of gathering background information is also critical. Often employees conduct on the job research on the
roles of a job. This method is sometimes called the observation method. Through observing an employee you get to see the responsibilities and duties
involved in handling particular jobs. Another method is through requesting additional information from managers, supervisors, and subordinates about
the role. The interview method is also use full when doing job analysis. This may be conducted for a new hire or when examining a position

Job Description Analysis Essay
Job Description Analysis
Introduction
With the changing responsibilities of today's human resource Personnel, one of the main functions that needs redress is the accuracy of the
documentation pertaining to Job Descriptions, Performance Standards, and performance Evaluations or appraisals. In many organizations these
documents are either outdated or non–existent. With the adoption of recent regulatory provisions, compliance to these regulations has becomes a major
concern to HR departments everywhere. The availability and accuracy of these documents has become more critical to most organizations and their
legal departments.
Our group decided to analyze the aptness of these documents for one of our group member's organizations as it...show more content...
What was not included initiall was the actual job location and salary range. Although an interview may take place a the headquarters, the job inself
may be ina remote office location. The salary range is important because it gives he candidate an idea of how they will be compensated. If it does not
meet the needs of the job applicant, they can decide whether or not to pursue other opportunities. Additional changes made to the job description are
outlined below:
Major Function
This section should summarize the overall objuective of the job to the reader.Use of action verbs like process analyze and provide. He current
statement accurately gives the reader a broad overview of the job.
Specific Duties
This section should list principal duties of the job function. According to the
SBA the list should contain each and every essentioal job duty or responsibility that is critical to the successful performance of the job. Additionally it
should begin with the most important functional and relational responsibilities and continue down in order of significance (SBA, 2001). Upon review
of the current job description, it ws necessary to rearrange and insert information to comply with the above requirements. Furthermore, we added the
percentages of time spent for each duty. If the applicant were not aware that the duties were listed in order of importance, they would a least have and

idea of the weighted

Job Analysis And Job Description
Job analysis is a process of collecting information about a job. Job analysis involves the process of identifying the nature of a job (job description)
and the qualities of the likely jobholder (job specification). Job analysis results in job description and job specification. A job can be analyzed only
it has been designed and someone is already performing it. Thus, job analysis is performed upon ongoing jobs. Jobs analysis is a detailed and
systematic study of jobs to know the nature and characteristics of people to be employed for each job. It is a process of discovering and identifying
the pertinent information relating to the nature of a specific job. Job analysis consists of two areas : a)Job Description b)Job Specification c)Job
Description gives details of the job in respect of duties, responsibilities and other aspects. It is an overall...show more content...
It is an overall written summary of employee requirements. Human Resource Planning: Job analysis determines the demand of a job in terms of
responsibilities and duties and then translates these demands in terms of skill, qualities and other human attributes. It helps in determining the
number and kinds of job and qualifications needed to fill these jobs. Recruitment: Information related to the tasks, responsibilities, knowledge and
skills serves as a realistic basic for hiring people. Job vacancy is advertised on the basic of job description and job specification. Job analysis
provides understanding of what an employee is expected to do on the job. Such understanding serves as the basic for meaningful forecast of job
performance. Selection of Personnel: Job specification is the standard of personnel against which a job applicant can be compared. The contents of the
specification provide the basics for the construction of a selection

Examine the reasons why it is important to update and write new job descriptions. Writing and updating Job Descriptions is very important for the
employer and the candidate. It allows the candidate to decide if the skills they have match the position they are contemplating on applying for. For the
employer it helps them to get a clear picture of the ideal candidate and give their expectations for the candidate they are searching for. Companies
undergo expansion, restructuring, downsizing and relocating, those things cause changes within the company such as departments and teams changing
and business priorities. The reason we update and rewrite job descriptions is so that employees do not assume what to do on the job but...show more
content...
Before you view any resume decide what information you want to know from the resume and look at your job description and come up with a list
of criteria, This will aide you in coming up with a Resume Screening Worksheet. Next would be a phone screening, sometimes it is hard to decide
from a resume so you can come up with a few questions and do a phone interview. If after doing a Resume Screen and a Phone Screen your are still
not satisfied then you can do an Interview. The in person interview allows you to fish for information that you did not gather during the resume and
phone screen. Recommend a process to be used in the future for periodically reviewing and updating the new job descriptions. The process that I
recommend be followed in keeping your job descriptions updated is to first let your employees know that their positions descriptions are subject to
changes and that they know the difference between job description and position description. Because with is not in your job description could be in
your position description. When discussing performance appraisals review your employee's job description and discuss it with them to make sure that
they haven't acquired some extra duty that needs to be placed in their job description. You can also make sure to review the job descriptions once
someone has left that position then before you rush to place an announcement for the position review the job description and make any changes need.
Works

Job Analysis and Legal Implications
Job Analysis & Legal Implications A job analysis is a process to identify, to determine in detail, the particular job duties and the relative importance
of the duties for a given job (Job Analysis: Overview, 1999). Judgments are made in the process about the data collected on a job. The purpose is to
establish 'job relatedness' of the employment procedures. This would include training, selection, compensation, and performance appraisal. The job
analysis is used to develop training needs, compensation for skill levels, responsibilities, and required levels of education. It is used to develop
selection procedures and criteria for performance reviews. The job analysis consists of different methods to be used in combination. The methods
include review of job classification systems, incumbent reviews, supervisor review, expert panel, structured questionnaires, task inventories, check lists,
open–ended questionnaires, observation, and incumbent work logs. The job analysis should include duties and tasks, environment, tools and
equipment, relationships, and requirements. The Uniform Guidelines on Employee Selection Procedures and the American's with Disabilities Act
govern the job analysis (Job Analysis: Law/Legal Issues: Federal Guidelines, 1999). The Uniform Guidelines on Employee Selection Procedures
requires a job analysis with validation studies based on job information review. The job analysis should describe work behaviors, their relative
importance, and their

Job Descriptions Essay
Running Head: Staffing Organizations – Job Descriptions Maintaining Job Descriptions Sharon Chambers Strayer University Dr. Annette West July 24
, 2011 Current Issue The InAndOut, Inc., company provides warehousing and fulfillment services to small publishers of books with small print runs.
After the books are printed and bound at a printing facility, they are shipped to InAndOut for handling. The owner and president of InAndOut, Inc., Alta
Fossom is independently wealthy and delegates all day–to–day management matters to the general manager, Marvin Olson. Alta requires that Marvin
clear any new ideas or initiatives with her prior to taking action. The company is growing and Marvin expects to hire new employees...show more
content...
Companies, departments and teams change and also business priorities as well as technologies. This could result in the job functions of employees
changing to accommodate the changes in their organizations. Employees might assume new responsibilities or leave out tasks that were not working
very well. Such changes should not be ignored and strict adherence to the old job descriptions would be counterproductive to organizational well
being. In the event that the job functions of the employees change, it is imperative that their job description change as well. In essence, after writing
initial job descriptions, there are a number of good reasons to update them in accordance with the changes taking place in the job functions of the
employees (Mader–Clark, 2008). The bottom line is that just as it is important to write new job descriptions when an employer is planning to hire new
employees, it is equally important to continually update job descriptions to keep them relevant with the real job functions of employees in the
organization ( Mader–Clark, 2008) and (Gan and Kleiner, 2005). Another compelling reason for updating job description is the hiring process would
suffer if one were to hire new employees based on obsolete job descriptions. One of the important factors determining effective

Workplace Description Paper
Workplace Description
The place that I work at could best be described as transient facility for the higher echelons of the Naval Air Command. Though it is most notable
that the services we provide is with the Naval Air Command there are other service which are also supported by this facility like the Naval Support
Command. Since we are in the customer service business there are wide arrays of services this facility must accomplish in order to keep the customer
base satisfied. These services could range from something as little as planning transportation to an important meeting on Capitol Hill to setting up a
highly classified video telecommunication conference for Congress personnel, Flag Level personnel, and SESs of the Federal government.
Functionality of Liaison Office
When it comes to what areas of information technology is essential to daily use of our facility – the answer must be every area. The reason is because
as I...show more content...
The reason for this is because most of the other areas are up to date or at least in technological terms. However, this can't be said of the software
systems. They are years apart from the rest of the information technology systems of the organization. Now, when it comes to possibly getting the
software systems upgrade at any time in the near future this appears to be doubtful. This is largely due to a financial decision by the senior level
management. They have adopted a policy that if it still works then why bothers fixing it. While this may be the course of least resistant often times it
came cause problems elsewhere within the organization. This is especially true in the security management area of operation. If we haven't learn
anything else it is the importance of security for any organization. This concept is true in every area of operation and in every

Essay Job Description
Having read the job description for this post I believe this is an exciting and challenging opportunity to become an expert in a very specific area; to be
a visible and important part of the school working with dedicated colleagues and enthusiastic applicants, being able to deliver for and promote a school
that I'm passionate about succeeding.
I have worked at HYMS for the past 12 and a half years, progressing through several positions, plus I have worked for another HE institution, and
during this time I have developed a broad range of skills, in–depth knowledge of HE and more specially the medical school and gathered a wealth of
experience which ideally suits me to this role.
I have worked in recruitment and admission roles previously;...show more content...
I arranged visits/open days, attended intercalated degree fairs to promote the school, worked with the University of York admissions team specifically
to develop an application and registration process for external students. When I first started co–ordinating intercalated degrees there were approximately
6 HYMS students intercalating by the time I left this position there were approximately 50 HYMS students intercalating with increasing numbers of
external applications.
I am a regular admissions interviewer of prospective HYMS MBBS and PA students. I have done this over several years and have experienced various
methods of interviewing students and seen the process change over time from paired interviews 20 minutes in length to the current two mini interviews
with a PBL style session.
During my time as the Programme Co–ordinator for the SSC programme and Intercalated Degree programme I managed both of the budgets totalling
approximately ВЈ350, 000 this involved providing the finance manager with in–depth costing forecasts, signing off expenses and tutor invoices,
managing supplies and catering orders and performing regular reforecasts during the academic year to manage any potential over/under spends down to
a minimum.
I am an excellent communicator and liaise with a varied audience on different levels on a daily basis; altering my

Business Administration
Business administration – A20102596
Roles and responsibilities within business administration Business administration is a mechanism through which a business functions which has
various parts. The specific job description in business administration varies greatly in each industry. These job descriptions include personal assistant
whose role has changed due to the rapid progression of technology. They are now more responsible for a wide range of duties which have expanded
beyond the scope of particular departments to the wide context of the organization.one of their key roles is the management of information. They are
supposed to schedule meetings, maintain paper work, conduct internet research, increased understanding of the executive roles and be key team
members of their operation in business. Administrators also support the role of training of new staff that is joining the organization (Meux, 2012.
Administrative managers have an increased responsibility for running specific departments which is different from how it was before. Administrators
are now supposed to be more in tune with the goals and objectives within the organization appreciate the interrelationship between departments, be
prepared to think widely and take active participation in making decisions of the organization. The Human Resource Manager is also another part of the
business administration that has retained core HR business administration requirements (Oxford Learning, 2011).
Communication
Due to

Job descriptions and job analysis help to provide accurate information to incumbents about the daily functions of the position available and its
expectations. "A job analysis is completed to determine activities, skills, and knowledge required of an employee for a specific job" (Jahn, 2014).
Questionnaires, observations, interviews, and employee recordings all play a role in determining a job analysis. "Job analysis provides a method to
understand a job by examining the tasks performed on the job, the competence to perform those tasks, and the connection between the task and the
competencies" (Bortz & Steisel, 2014). The final analysis provides essential tools, such as the job description and job specifications. Job specifications
identify critical attributes of a person suited to the job, which includes the minimum education and experience needed to perform the job (Jahn, 2014).
Job descriptions help to support the job analysis. "Job descriptions are narrative statements defining a job and what the employer expects regarding
on–the–job–performance" (Jahn, 2014). Job descriptions include a list of responsibilities and duties required for a particular position. Job descriptions
further define the employee's functions in more general terms than what is described in the job analysis. Job descriptions usually begin with an action
verb and close with a noun defining the activity. Without job analysis and job descriptions, companies will not have the ability

Job Description And Job Analysis
Job: A job is a collection or aggregation of tasks, duties and responsibilities which as a whole, is regarded as a regular assignment to individual
employees and which is different from other assignments. Each job is different from other jobs like peon, clerk, supervisor, and accountant,
manager, etc. A job may include many positions. A position is a particular set of duties and responsibilities regularly assigned to an individual. Job
Analysis: Job analysis refers to the process of collecting information about a job. In other words, it refers to the anatomy of the job. Job analysis is
performed upon ongoing jobs only. It contains job contents. There are two major aspects of job analysis: These are: 1. Job Description 2. Job
Specification Description of these are as follows: Job Description: Job description is prepared on the basis of data collected through job analysis. Job
...show more content...
Hiring of new employees 2. Grading and classification of jobs 3. Promotions and transfers 4. Outlining for career path 5. Developing work standards
6. Counselling of employees 7. Delimitation of authority Job Specification: While job description focuses on the job, job specification focuses on the
person i.e, the job holder. Job specification is a statement of the minimum levels of qualifications, skills, physical and other abilities, experience,
judgment and attributes required for performing job effectively. In other words, it is a statement of the minimum acceptable qualifications that an
incumbent must possess to perform a given job. It sets forth the knowledge, skills and abilities required to do the job effectively. Usages of Job
Specification: The usages of job specification include: 1. Personnel planning 2. Performance appraisal 3. Hiring 4. Training and development 5. Job
evaluation and compensation 6. Health and safety 7. Employee discipline 8. Work scheduling 9. Career

Child Care Worker Job Descriptions
Child Care Worker: October 2015 – Present, Heavenly Place Child Care, Hinesville, GA. Some current duties include–Assisting in preparing food for
children and serving meals and refreshments to children, organizing and storing toys and materials to ensure order in activity areas, operating in–house
daycare centers within businesses, sterilizing bottles and preparing formulas. Child care Worker: August 2014–October 2014 Greater Expectations
Child Care Hinesville, GA. 31333 Some of my duties included–Reading to children, and teaching them simple painting, drawing, handicrafts, and
songs. YMCA Pryme Tyme– site aid worker and worked the summer program at the Liberty County YMCA site aid July 2008–September 2011
Schools included– Lyman Hall, Frank

Job Description Essay
Job Description
RFR No. HRMT 70002
Job Position (Specialist Type):On–line/Cloud Project Coordinator
Quantity:1
Estimated Start Date:Immediately
Employment Type:Full Time
Reports to: Raja Ramanathan
Issue Date: November 14 2017
Closing Deadline: 12:00 noon (local Toronto time) November 30th, 2017
1.0Summary
Coordinate activities related Technical & Business SMEs in the development and implementation of SharePoint & Office365 with MS Azure in the
Cloud Project:
–Assist in a Pilot to determine feasibility with many Lines of Business and establish Value Proposition
–As defined coordinate the relevant Product Feature and Functions including Business Processes
2.0Duties and Responsibilities
The SharePoint Cloud Strategy...show more content...
Solid understanding of System Development Life Cycle, Project/Product and other methodologies
Project or Product Management experience in all facets of technology implementation (unit, functional, integration, system, regression, penetration, and
performance) is required
Procurement, Financial analysis and tracking, Business analysis and Marketing experience in large enterprise environment is a definite asset
Excellent written and verbal communication skills.
Experience in assisting with strategy creation and execution for a large project/program.

Ability to work independently as well as within a team environment.
Ability to drive collaborative consensus in a complex business environment
Technical Capabilities:
Demonstrated expertise in the field of Cloud Architecture, planning, execution, marketing and communication
Strong knowledge of Microsoft SharePoint/Office365/Azure, including Exchange and third– party application integrations
Strong knowledge of Communication concepts in the context of Microsoft products and associated value proposition is desired
Experience in Cloud Technologies, IaaS,

Essay on Administrative Assistant Career
Introduction A high school diploma, good typing and word processing skills will gradually get you to your suited job: as Administrative Assistant (http:
//www.careercruising.com/jobdetails_print.asp?LoginID=647926865110602&OccName=Administrative+Assistant March 25 2004). An Administrative
Assistant can be categorized into two types: One that may work in an educative environment or one that may work for a business in an office. An
Administrative Assistant that may work in an educative environment (school) will basically deal with handling special administrative tasks, student
and parent responsibilities or duties, as well as dealing with computerized tasks. An administrative assistant that may work in a business type office
...show more content...
Working as an administrative assistant in Canada, instead of having the usual 15 assistants, directors carried on the bulk of the work with four or five
assistants because this was a new type of study to the economy. As years went by, the amount of administrative assistants has decreased to 5 or 6 in an
office at a time (http://www.taxbase.ro/THP/civilization/Documents/Treasury/hst23727/23727–3.htm March 25 2004). In 1952 a new annual event
started originally called "National Secretaries Week" by the National Secretaries Association (now known as the International Association of
Administrative Professionals) in conjunction with public relations executive Harry Klemfuss and a consortium of office product manufacturers. This
event was established as an effort to recognize secretaries and there hard contributions on the workplace, and also to get more people interested in the
administrative/secretarial careers. In 2000 IAAP made an announcement for a change in Professional Secretaries Week and Professional Secretaries
Day. They now changed the name to Administrative Professionals Week and Administrative Professionals Day in order to keep pace in with new
changing job titles and making the responsibilities of today's administrative workplace bigger (http://www.iaap–hq.org/apw/apwindex.htm March 25
2004). JOB REQUIREMENTS Many of the training, education and

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