Where are you currently storing your job descriptions? And how many different documents do you have for each job? The answer to this question for many organizations would be:
As an HR professional, you recognize the value of a strong, inspiring job description that reflects the culture, mission and vision of your organization. An HR DIVE article noted, “job descriptions are the blueprint to employee success” (2017). This statement sums up the importance of job descriptions and why they are such a critical piece of a successful organization. Accurate & current job descriptions provide strong job postings, talent, and employee evaluations for promotions. Job descriptions are evolving documents and are most up to date when they are consistently used, reviewed, and edited with the most current compliance standards. As a foundation of HR systems, job descriptions plan for employee futures from recruitment to retirement by allowing employees to see how their job responsibilities & achievements fit into the overall core values of the organization.
When I tell someone I work for a company that specializes in job description management software, I often get, "oh, so like Monster, Indeed, and Glassdoor?" 8 years later this response does not surprise me but what does, is how many HR pros still confuse the two.
Our very own Don Berman recently appeared on HR pro Laurie Ruettimann's podcast "Let's Fix Work" where he discusses why we confuse job descriptions with job postings and how technology is being used to change that.
We encourage you to listen, share, and comment on this episode.
Conduent, a strategic partner of HRTMS, just released the result of their 2018 Compensation Survey. This year’s survey asked 116 U.S organizations, ranging from small (less than 500 employees) to very large (greater than 25,001), a series of questions related to compensation philosophies, attraction and retention tools, pay equity, employee engagement, and of course job descriptions.
Written by Mike Shapiro, President and Founder of Insights Consulting and Coaching
Most job descriptions give little or no guidance to the associate or the manager about the job. That's because, for all their wordiness, they focus mainly on the experience and qualifications applicants are expected to bring with them, and the activities he or she will engage in once they get the job.
Despite the dramatic increase in the use of outside resources -- contractors, vendors, consultants -- and the use of agreements with specific expectations about results and time, not much of that experience has been ported over to be of any help in setting the specs for work done by employees. Now, more than ever, it's critical to use every opportunity to be clear about what's expected of each position in your organization.
A clear understanding of each job within an organization is required to do just about everything that we do in HR and Compensation. From recruiting, evaluating employee performance, learning and career pathing to benchmarking jobs, succession planning and developing an equitable salary structure, these tasks all require reliable job information. When you look at job descriptions in this context, it’s obvious how critical this information is to an organization. But unfortunately, job descriptions are not living up to their potential and could contain a wealth of untapped information.
HRTMS Inc., a human resources software company that specializes in Job Information and Description Management, announced today the worldwide release of its newest product, JDXpert. JDXpert by HRTMS is an All-In-One Job Information & Description Management System that enables users to consolidate and maintain their job descriptions and job information in one application.
Following President Obama’s directive to “modernize and streamline" white collar overtime exemption regulations, the Department of Labor is poised to release changes to the FLSA any day now. Experts are urging HR professionals to prepare by scrutinizing the validity of their job descriptions. The administration has yet to release the details of the draft regulations, but it’s likely to impact both the salary level test and the primary duties test for determining whether a job is classified as exempt or non-exempt. It’s projected that the current exempt salary level of $23,660 will increase significantly to as much as $52,000. This alone will create a huge increase in the number of employees that could be considered non-exempt. It is likely, as well, that the duties test will mirror the California rules requiring exempt employees to spend more than 50% of their time performing exempt duties. This means that companies will need to categorize primary responsibilities by exemption status as well as track percent of time for each task. Companies will be forced to use these enhanced job descriptions as a measure for ensuring that both the jobs themselves are compliant and that the employee is complying with the job description. Failing to do so could put companies at risk of being out compliance, and that could be costly.
HRTMS And Mercer Announce Strategic Alliance To Help Clients Better Create, Manage And Update Job Descriptions
Raleigh, NC and New York, NY
HRTMS Inc., a human resources software company specializing in job description management, announced today that it has entered into a strategic alliance with Mercer. This alliance will give clients the ability to leverage Mercer’s decades of consulting and information solutions experience and HRTMS’s industry leading capabilities in job description management technology via its HRTMS Jobs product.
by Roger Plachy and Sandy Plachy, Principals at Job Results Management Institute
Far too many managers misunderstand what managing is all about. So, how do you teach managers the essence of managing? Well, you could start with their job description written in a results-oriented manner that distinguishes between accomplishing something, and doing something.