This document outlines the importance and structure of job descriptions within human resource management. It details components such as job title, responsibilities, and reporting relationships, emphasizing the necessity for clarity and accountability in roles. Additionally, it discusses the process of writing effective job descriptions and provides a sample for a marketing manager position.

1. INTERNATIONAL UNIVERSITY OF TECHNOLOGY TWINTECH
Human Resource Management
Job Description
By
Abdalrhman Nageeb Al-Awdy
To
Salah Fadhli
Course: Human Resource Management
Department of International Business
Submitted on: DEC 15, 2016
FACULTY OF BUSINESS AND FINANCE

2. JOB DESCIPTION
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Contents:
 Executive summary ....................................................................... 2
 introduction .................................................................................... 3
 Why Are Job Descriptions Necessary............................................ 4
 Job Descriptions ............................................................................. 5
 Components of job description....................................................... 5
o Job Title.................................................................................. 5
o Job Location............................................................................ 5
o Job Summary........................................................................... 6
o Reporting To........................................................................... 6
o Responsibilities and Duties ...................................................... 6
o Job Hazard.............................................................................. 6
 How To Write A Job Description................................................... 7
 Sample for job description.............................................................. 9
 Conclusion....................................................................................... 11
 References ...................................................................................... 12

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Executive Summary
A job analysis is a process used to collect information about the duties, responsibilities,
necessary skills, outcomes, and work environment of a particular job .The job analysis may
include two activities: in our research we going to talk about what Job Descriptions? And why
is it important? And how to a Job Descriptions. Include job title, job location, job summary,
job reporting to, Job responsibilities and job duties .

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Introduction
Human Resource Management (usually referred to as HR) involves everything
related to the employer-employee relationship and is about supporting and managing
the organization's people and associated processes. It’s seen as a core business
function essential to the organization's effective operation.
Human Resource Management is a process, which consists of four main activities,
namely, acquisition, development, motivation, as well as maintenance of human
resources. according to Scott, Clothier and Spriegel have defined Human Resource
Management as that branch of management which is responsible on a staff basis for
concentrating on those aspects of operations .which are primarily concerned with the
relationship of management. to employees and employees to employees and with the
Development of the individual and the group.Human Resource Management is
responsible for maintaining .good human relations in the organization. It is also
concerned with development of individuals and achieving integration of goals of the
Organization and those of the individuals.
The human resource of the organization is the major element deciding the
success or failure of a company in today's modern world organizations. They are the
greatest assets of the company and thus HR management holds a key position in an
organization. The creation of a strong customer base and the goodwill of a company is
Based upon the talent and skills of its employees that contribute towards the growth
and success of the organization.
HRM is the arrangement of employees and their work in an organization,
HRM is a managerial system that tries to meet organizational needs to the potentials
and capabilities of its workers. The responsibility of HRM is to handle people at
work, this department is also responsible for bringing people in organization assisting
them perform their work, compensating them for work and dealing with problems.
HRM plays important role in forming organizations and serving them survive.

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(Stahl, 2012)
Why Are Job Descriptions Necessary
It can be essential to the success and efficiency of your business. It is create clarity.
Clarity is one of the biggest reasons every role within your business should be defined
via a job description. One of the biggest motivating factors (according to surveys and
statistics) is clarity within the employee’s role. That is, they know what they are
supposed to do and how to do it. There is no ambiguity, there’s no anxiety that “I
think I should be doing something, or I’ve missed something. Job descriptions are
usually essential for managing people in organizations. Job descriptions are required
for recruitment so that you and the applicants can understand the job role. Job
descriptions are necessary for most people in work. A job description defines a
person's role and accountability.
Without a job description, it is usually very difficult for a person to properly commit
to, or be held accountable for, a role. This is especially so in large organizations.
(Non, 2009)
Just about every job of paid employment in this day and age has a job
description – the reasons for this are multiple, but below are some of the most
important:
 Clarification of what the employer expects from the employee.
 Clarification of parameters for measuring performance.
 Description of the role and duties involved for applicants.
 Provision of a clear overview so the company can formulate job positions and see
clearly that all activities, responsibilities and necessary duties are taken care of.
 Establishes the employee’s position regardless of changes in management.
 Establishes limits of the employee’s responsibilities and jurisdiction.

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 Provision of a ready reference in issues of discipline or dispute.
 Avoidance of duplication of duties; establishment of role boundaries.
Provision of a clear framework to guide employee in achieving career goals; to guide
employer in distribution of tasks.
(Non, 2009)
Job Description:
A list of a job’s duties, responsibilities, working conditions, reporting relationships.
(Dessler)
also called the list that a person might use for general tasks, or functions,
and responsibilities of a position. It may often include to whom the position reports.
(wikipedia, 1983)
Systematic, detailed summary of job tasks, duties and responsibilities. (Jackson, 2008)
The Components of a Job Description:
 Job title
job title? A job title is a term that describes in a few words or less the position held by
an employee. Depending on the job, a job title can describe the level of the position or
the responsibilities of the person holding the position.
(Doyle, 2016)
 Job location
is located. If travel is necessary, note whatInclude details on where the position
percentage of time the employee will spend traveling and where he or she will be
(SWALLOW, 2011).traveling

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 Job summary
write a brief description of the purpose of the position and an overview of the
position's main responsibilities. This summary should be short and to the point.
(SWALLOW, 2011)
 Reporting to
The employee Returns to direct manager who responsible on him.
(Simone)
 Responsibilities
Job responsibilities are what an organization uses to define the work that needs to be
performed in a role and the functions that an employee is accountable for. Job
responsibilities also include the information most vital to your other talent
management processes since it defines the criteria that should be used for employee
assessment and development.
(Halogen, 2011)
 Duties
The job description should contain a list of the duties and responsibilities associated
with the role, along with the amount of time expected to be dedicated to each task
(Slezak, 2012)
 Job Hazards

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Job hazards are obstacles and obstructions that may arise during actual performance
of the task.
 Relationships
It is important to include reporting lines and working relationships in your job
description. Reporting lines clarify the responsibilities of the position by showing who
the candidate reports to and who reports to them. . (Steps To Writing Job Description,
2012)
How To Writing EffectiveJob Descriptions
Job descriptions are an essential part of hiring and managing your employees. These
written summaries ensure your applicants and employees understand their roles and
what they need to do to be held accountable.
Job descriptions also:
 Help attract the right job candidates
 Describe the major areas of an employee’s job or position
 Serve as a major basis for outlining performance expectations, job training,
job evaluation and career advancement
 Provide a reference point for compensation decisions and unfair hiring
practices
Overview
A job description should be practical, clear and accurate to effectively define your
needs. Good job descriptions typically begin with a careful analysis of the important
facts about a job such as:
 Individual tasks involved
 The methods used to complete the tasks
 The purpose and responsibilities of the job

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 The relationship of the job to other jobs
 Qualifications needed for the job
What to Avoid
Don’t be inflexible with your job description. Jobs are subject to change for personal
growth, organizational development and/or evolution of new technologies. A flexible
job description encourages employees to grow within their position and contribute
over time to your overall business.
What to Include
Job descriptions typically include:
 Job title
 Job Location
 Job Summary
 Reporting To
 Responsibilities And Duties
 Job Hazard
(SBA)

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Sample Job Description for Marketing Manager
Job Title: Marketing Manager
Job Location: Sanaa
Department: Marketing
Report To: President
Job Summary:
Responsible for planning, development and implementation of all of the
Organization’s marketing strategies, marketing communications, and public relations
activities, both external and internal. Oversees development and implementation of
support materials and services for chapters in the area of marketing, communications
and public relations. Directs the efforts of the marketing, communications and public
relations staff and coordinates at the strategic and tactical levels with the other
functions of the Organization.
Responsibilities and Duties:
 Identify, develop, or evaluate marketing strategy, based on knowledge of
establishment objectives, market characteristics, and cost and markup factors.
 Formulate, direct, or coordinate marketing activities or policies to promote
products or services, working with advertising or promotion managers.
 Evaluate the financial aspects of product development, such as budgets,
expenditures, research and development appropriations, or return-on-
investment and profit-loss projections.

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 Develop pricing strategies, balancing firm objectives and customer
satisfaction.
 Compile lists describing product or service offerings.
 Direct the hiring, training, or performance evaluations of marketing or sales
staff and oversee their daily activities.
 Coordinate or participate in promotional activities or trade shows, working
with developers, advertisers, or production managers, to market products or
services.
 Confer with legal staff to resolve problems, such as copyright infringement or
royalty sharing with outside producers or distributors.
 Consult with buying personnel to gain advice regarding the types of products
or services expected to be in demand.
 Consult with buying personnel to gain advice regarding environmentally
sound or sustainable products.
 Conduct economic or commercial surveys to identify potential markets for
products or services.
(onetonline, 2016)

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Conclusions
at the end job description it is important for every company because it explain the
responsibility ,duties and the roles and improve an organization's ability to manage
people by Performance management ,Training and employee development
,Compensation ,Recognition and rewards and It defines where the job fits within the
overall company hierarch.

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Reference
Dessler,Gary. Human ResourceManagement. p.143.
Doyle,Alison.2016. Job TitlesImportant. https://www.thebalance.com/job-titles-a-z-list-
2061557. [Online] june 2016.
Halogen.2011. Writingeffectivejobresponsibilities.
http://www.simonejoyaux.com/downloads/JobDescriptionMCD.pdf. [Online] 2011.
Jackson, Mathis and. 2008. Human resourcemanagement. 2008.
Non. 2009. http://jobdescription.me/. [Online] 82009.
—. 2009. jobdescriptions. http://www.businessballs.com/jobdescription.htm. [Online] 2009.
onetonline.2016. MarketingManagersdescription.
https://www.onetonline.org/link/summary/11-2021.00. [Online] 2016.
SBA. WritingEffective JobDescriptions. https://www.sba.gov/starting-business/hire-retain-
employees/writing-effective-job-descriptions. [Online]
Simone.Sample JobDescription.
http://www.simonejoyaux.com/downloads/JobDescriptionMCD.pdf. [Online]
Slezak,Paul. 2012. StepsTo WritingA Concise JobDescription.
http://recruitloop.com/blog/how-to-write-a-job-description/. [Online] MARCH13, 2012.
Stahl. 2012. Human Resource Management.
http://www.assignmentbox.co.uk/pdf/humanresourcemanagement.pdf. [Online] 2012.

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StepsTo Writing Job Description. Slezak,Paul.2012. 2012, recruitloop.
SWALLOW,ERICA. 2011. Write a Job Description. http://mashable.com/2011/06/03/how-
to-write-job-description/#rEYcScNBakqc. [Online] june 2011.
wikipedia.1983. Job description. https://en.wikipedia.org/wiki/Job_description. [Online]
1983.