【ジョブディスクリプション】間違いだらけのジョブディスクリプション
■Mistake #1: Mismanaging the Job Description Program
そもそも、Job Description作成プログラムが稼動していない。
仕事のプロセスとして正式に運営されていない。
■Mistake #2: Omitting Critical Elements of a Job Description
下記の内容がJob Descriptionの基本要素。
これが欠けていたら、成り立たない。
Job identification—Describes the job in a word or two
Job summary or purpose—A brief narrative of the job that highlights its general characteristics
Essential functions and additional responsibilities—Those duties that must be performed in the job
Accountabilities—Not only the end results achieved when job duties are performed satisfactorily but also specific standards for measuring performance
Job specifications—The specific job requirements in terms of "compensable factors" (During job evaluation, a point score is assigned and a wage rate or salary level is set accordingly.)
■Mistake #3: Failing to Accurately Describe the Job
ジョブディスクリプションの失敗例
It exaggerates or downplays the importance of the job.
It fails to pinpoint the critical elements that differentiate between successful and unsuccessful job performance.
It ignores the decision-making aspects of the job.
It either fails to focus on the job incumbent's actual behavior or it defines required behavior in ambiguous terms.
It describes worker requirements or characteristics that are not really needed to succeed in the job.
■Mistake #4: Failing to Use Job Descriptions Correctly (or at All!)
Job descriptionは給料を決めるためだけのものじゃない。
コンプライアンスのためだけでもない。
これら２つはよく使われる理由だが、まずこの２つの使い方を
以下のように見て見よう。
Some employers think of job descriptions only in terms of wage and salary administration, or as a necessary evil when it comes to complying with certain employment laws. But these are only two of the many practical uses for job descriptions. Consider:
Wage and Salary Administration
Any compensation system requires that jobs be classified and evaluated in terms that make comparisons possible.
Legal Compliance
Job descriptions can be key evidence of legal compliance (or noncompliance) under a number of federal employment laws.
The Americans with Disabilities Act (essential functions)
Fair Labor Standards Act (who is "exempt" and "nonexempt")
Equal Pay Act (fighting discrimination lawsuits based on pay)
Title VII of the Civil Rights Act of 1964 (fighting discrimination lawsuits based on performance)
Collective Bargaining
Job descriptions have also been used by employers to defend themselves against what they feel are unjustified union demands for uniform rates.
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