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.
Released last week, the tenth annual Compensation Planning Survey conducted by Buck Consultants, now Conduent, provides insight into how companies view and interact with their job descriptions. The 172 organizations participating in this survey ranged from small to very large. Although it would not surprise anyone at HRTMS, a majority of participants (63%) reported challenges in maintaining their job descriptions. Participants (43%) also cited limited resources such as time or manpower and difficulty coordinating efforts with managers and other team members (33%) as top contributing factors. They also stated that there is a concern that job information is either outdated (23%) or inconsistent with the actual duties/responsibilities/qualifications of the job (23%).
Does your company have operations in California or New York? Then how are you planning on complying with the new, more stringent Equal Pay laws?
We’d like to share with you this free mini ebook entitled, Job Descriptions & Fair Pay Act: Could The Answer To Equal Pay Compliance Lie Within Job Description Management? This ebook focuses on California’s Fair Pay Act that went into effect this past January, but many of the recommendations apply to other states with similar equal pay requirements. It also explains how job descriptions play an integral part in complying with these laws.
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.
If you're relying on outdated and inaccurate job descriptions to price jobs and build your salary structure, you could be jeopardizing the effectiveness of your compensation program.
With a set of comprehensive and groundbreaking tools, HRTMS Jobs (now known as JDXpert) not only lets you manage your job descriptions but also acts as a hub and source for all your comp related job data.
So take a minute to watch this short video clip to learn how HRTMS Jobs (JDXpert) can help you develop your compensation blueprint.
by Marc S. Miller of Marc S. Miller Associates
My fellow HR Technologists, continuing in my admiration of AMC’s TV series “Halt and Catch Fire” – about 1980’s PC startups – the group that reverse engineered an IBM PC to market a “portable” PC (less than 15 pounds!) – see my previous blog post – “The Thing” – I witnessed a scene in a later episode that had a line of dialogue that caught my attention.
In the show, the cool female savant “coder’ Cameron, the girlfriend of the main character Joe – the visionary sales guy behind the entire plot line, leaves a chunk of concrete on the bed besides a napping Joe. He awakens and asks “what is that?” She says it is a “piece of the Hoover Dam” (they are attending the Las Vegas based Comdex – 83” trying to sell their prototype portable PC model). Cameron responds to Joe’s “Why?” by stating: “I like it, it does what it does. It is simple, no wires, no switches, a form with one function – it is – what it does”.
I again found myself thinking about our world, my professional world of HR technology and my familiarity of the many multi-function HRIS / HCM or HRMS solution providers that I interact with daily. All of whom offer a full spectrum of integrated HR, Payroll, Benefits functionality, along with many other functions such as Time and Attendance, Performance Management, Talent Management, etc. that fall under the realm of the overall function called Human Resources.
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