|
|
|
|
Job: A job is a set of tasks in an organization to perform which an employee is hired.
Through this activity the user can create and define a job. This involves,
Defining the job with relevant attributes.
Mapping the job to required organization units.
Mapping required competencies to the job.
Specifying the qualifications required for the job.
Record the terms and conditions required for the job.
The “Create Job” activity gives the user the flexibility to create and define a job independent of the assignments handled by the employee who holds the job. You can also position it at the required level, in the overall job hierarchy of the organization. The user can map the required competencies to the job and also specify the organization units to which the job is to be mapped.
To define and create a job, the user should first specify the various attributes of the job. You can define a job with a unique identification code, title and description. For example, the code can be JBC001, JBC002. The job title can be Manager, HR, and Manager, Marketing etc. The job description elaborates the nature of work associated with the job. For example, if the job title is Manager HR, the user can specify the job description as ‘to coordinate recruitment’ or ‘responsible for overall HR activities’.
Following this, the user can attribute a job family, a job level, a grade and a grade set to establish the job in the overall job hierarchy of the organization unit group. The job family is a group of similar jobs for example, Managers and Presidents.. May indicate top and middle management . The job level indicates the position of the job in the hierarchy of the corresponding job family. Jobs are also classified into Grade Sets such as, Trainees, Supervisors, Executives., and associated with a Grade, for example, Grade 1, Grade 2 .. A job can be attached to a job family, job level, a grade set and a grade to locate it in the hierarchy of jobs in the organization unit group.
For example, if the job being created is Manager HR, the user can specify the job family as “Middle Management” and the job level as “Level 1”. If the user specifies the Grade set as Trainees and the grade as Grade 5, it implies that the job, Manager HR, being created, corresponds to Grade 5 Trainee Manager associated with Level 1in middle management. The user has flexibility in specifying the required job family, job level, grade set and grade for the job being defined. Multiple jobs can be mapped to the same job level, job family, grade set or grade.
The user should also indicate the EEO class, that is, the Equal Employment Opportunity nature of the job. The EEO class indicates whether the job is open to all qualified employees irrespective of nationality, gender, language etc.
The other details comprise the number of standard working hours that the job involves, the remuneration, whether computed on a regular salary basis or on an hourly basis, and a worker’s compensation code. The worker’s compensation code indicates the compensation terms and conditions applicable to the job in the event of an injury, permanent disability or the death of the employee while on duty. After defining all the relevant attributes for the job, the user can also indicate the date from which the job takes effect.
After defining the job with all the relevant attributes, the user can indicate whether the created job is applicable to all, login or selective organization units. If the job is to be made applicable to selective organization units only, the user can map the job to the required organization units.
Mapping the job to the required competencies is an integral part of the defining process. The user can map various competencies essential for the job to maintain a repository of essential competencies for the job. The organization level competencies are inherited by the job but can be modified or deleted. For example, a job can have some competencies in common with other jobs, irrespective of the nature of the assignment or department where it is located, in addition to the competencies that are specific to it. The user can assign priorities to the competencies mapped to the job by specifying the Minimum Desired Level to each competency. You can also modify or delete the organization level competencies inherited by the job. Competencies not required for the job can be deleted and required competencies can be added accordingly.
Getting familiar with the pages inside
|
Go to page… |
…To carry out task |
|
Create Job |
|
|
Org Unit Mapping |
|
|
Record Job Competencies |
|
|
Record Job Qualification |
|
|
Record job’s terms and conditions |
|
|
Help On Grade Set-Grade |
|
|
Help On Qualification |
What you can do in this activity?
Through this activity, you can create a new job.