SYNERGY HR SOLUTIONS

Talent 
Retention

Job description includes all the essential components of the role which is useful to advertise a specific job and attract a pool of talent. It includes information such as job title, job location, reporting to and of employees, job summary, nature and objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be used by a prospective employee and challenges.

Purpose of Job Description

The main purpose of job description is to have all the essential role details and the desired with preferred competencies to advertise for a particular job. It helps in attracting, targeting, recruiting and selecting the right candidate for the right job. 


It is done to determine what needs to be delivered in a particular job. It clarifies what employees are supposed to do if selected for that particular job opening. 


It gives recruiting staff a clear view what kind of candidate is required by a particular department or division to perform a specific task or job. 


It also clarifies the reporting structure
 

Also known as employee specifications, a job specification is a written statement of educational qualifications, specific qualities, level of experience, physical, emotional, technical and communication skills required to perform a job, responsibilities involved in a job and other unusual sensory demands. It also includes general health, mental health, intelligence, aptitude, memory, judgment, leadership skills, emotional ability, adaptability, flexibility, values and ethics, manners and creativity, etc.

Purpose of Job Specification
Described on the basis of job description, job specification helps candidates analyze whether are eligible to apply for a particular job vacancy or not. 


It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. 


Job Specification gives detailed information about any job including job responsibilities, desired technical and physical skills, conversational ability and much more. 
It helps in selecting the most appropriate candidate for a particular job. 


 

Job description and job specification are two integral parts of job analysis. They define a job fully and guide both employer and employee on how to go about the whole process of recruitment and selection.

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Under Organizational Retention

Retention
Take Away

Reporting Structure and Hierarchy

Structure represents the way business divisions and units are organized and includes the information of who is accountable to whom. In other words, structure is the organizational chart of the firm. It is also one of the most visible and easy to change elements of the framework to suit the growth.

Authority Matrix

Authority Matrix presents in graphical format the relationships between people and functions. Instead of describing people’s job in isolation from one another, it focuses on how they interact. Because of this, the authority matrix supports the movement away from individual, isolated work to a more coordinated, team-based environment.

Accountability and Delegation

Every employee who has been empowered with role clarity and authority with responsibility creates a cadence of Accountability

Levelling across roles

Levels in an Organisation creates the ffeedom to move and spread either laterally or horizontally creating the Organisation agile and flexible.

Career Progression and Succession Planning

Every employee engaged with the Organisation dreams of growing alongwith the growth of the Organisation and it is essential to chart out a Career progression plan to keep them productively engage

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