oh 2-1 defining job descriptions human resources management and supervision 2 oh 2-1

OH 2-1

Defining Job Descriptions

Human Resources Management and Supervision

2OH 2-1

OH 2-2

Job Descriptions in the Employment Cycle

Job descriptions relate to several activities in the employment cycle.

OH 2-3

Job Specifications

Detail the qualifications a person should have to do the job

Examples Education

Experience

Emotional and physical skills

OH 2-4

Job Descriptions and Performance Standards

Job descriptions Indicate the duties that make up a job

Performance standards Indicate how well a duty must be completed

OH 2-5

Job Description vs. Performance Standard

Example of duty as a job description and as a performance standard

Duty as a job description

Duty as a performance standard

Greet drive-through customers

Greet drive-through customers using the standard greeting within fifteen seconds of their arrival at the drive-through board.

OH 2-6

Functions of Job Descriptions

For recruiting and screening

For hiring and orientation

For employee development and training

For performance programs and evaluations

For salary administration

OH 2-7

Functions of Job Descriptions continued

Safety and security

Union relations

Legal proceedings

OH 2-8

Classes and Grades

OH 2-9

Levels of Authority

Top Management

MiddleManagement

Supervisory Management

Employees

OH 2-10

Organizational Charts

Outline hierarchy of the organization

Flow of authority & communication Unbroken line between all levels of the organization

Relationships between positions Each position should have only one supervisor

Impact & interaction of positions across the organization

OH 2-11

Organization (con’t)

Similar act ivies should be grouped together to structure departments within an organization

Organizational charts/business structure, must change continually to reflect the constant change in business

OH 2-12

Sample Organizational Charts

Shows hierarchy within the Organization

OH 2-13

SampleOrganizational Chart

T ype nam e hereCafe M anage r

T ype nam e hereCatering M anage r

T ype nam e hereB ldg 2 M anage r

T ype nam e hereG eneral M anage r

OH 2-14

Sample Organizational Charts

Shows relationships between department within an organization

OH 2-15

Microsoft 20071) Add a new Slide

2) Insert SmartArt Graphic3) Choose Hierarchy

OH 2-16

Microsoft 20073) Choose Hierarchy 2) Insert SmartArt Graphic

3) Choose Hierarchy4) Click on the style you would like to use

OH 2-17

Microsoft 20075) Click on the Text box and type in position names6) Right click on the box where you want to add an additional postion, and choose Add Shape. This will add a box: after, before, above, below or to add an assistant

OH 2-18

Shows relationships of core elements within the organization

OH 2-19

Sr. Vice President

Vice PresidentDistrict Manager

QA Manager

Finance Director

Executive Chef

Marketing Manager

Vending Manager

Account

Area Trainer

General Manager

Area Team

OH 2-20

Job Analysis

Provides detailed breakdown of duties in a position

Identifies skills, knowledge, attitudes, and experience needed for success in the position

Tells job’s environmental conditions

OH 2-21

Job Analysis continued

Employees can help with job analysis tasks.

OH 2-22

Developing Job Descriptions

Job descriptions should be free of discriminatory language.

Information should be specific enough to indicate job tasks.

Job descriptions should not be so detailed that the job is defined in rigid terms.

OH 2-23

Components of Job Description

Job identification information (title)

Position supervisor

Job summary

Job responsibilities

Job specifications

OH 2-24

Good Job Descriptions

Do not include information about policies and operating procedures.

Provide only that information needed to clearly define the job.

OH 2-25

Job Descriptions Recognize ADA Concerns

The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment.

Job descriptions must identify potential functions (key duties) employees in a position must be able to do.

OH 2-26

More About Job Descriptions and ADA

Employers do not need to accommodate a person if doing so will impose an undue hardship on the business.

Clear job descriptions should address issues about whether persons can be accommodated for a position.

OH 2-27

Exempt and Nonexempt Positions

Minimum wage and overtime pay is not required for exempt (salaried) positions.

Minimum wage and overtime pay is required for nonexempt (hourly) positions.

OH 2-28

Traits of Exempt Positions

OH 2-29

Traits of Nonexempt Positions

OH 2-30

Job Descriptions Change Over Time

Responsibilities may change as operations or employees grow or change.

Job descriptions may change because of regulations.

Equipment, menu items, and operating procedures may affect job responsibilities.

Union contracts may change.

OH 2-31

Key Term Review

Back of the house (BOH)—positions that involve work normally performed in the kitchen and other areas where customers do not go

Bona fide occupational qualifications (BFOQs)—the realistic range of skills or credentials needed to perform the essential functions of the job

Class—cluster of jobs that have common information or skill areas

Competencies—general capabilities needed to perform a duty

Essential functions—key duties that an individual must be able to perform in order to do the work

Exempt—positions that are not covered under the Fair Labor Standards Act (FLSA)

OH 2-32

Key Term Review continued

Front of the house (FOH)—positions in the dining room or other public areas to which customers have access

Grade—category of jobs that fit into a defined salary range

Hourly—position that is nonexempt under the Fair Labor Standards Act (FLSA)

Job analysis—a study of a job to identify required duties, skills, knowledge, attitudes, and experience required for the position and environmental conditions applicable to the job

Job description—document that defines the work involved in a particular assignment or position

Job specifications—qualifications a person should have to do the job

Nonexempt—same as hourly position under the Fair Labor Standards Act (FLSA)

OH 2-33

Key Term Review continued

Performance standards—statements that identify how well and possibly how often or how quickly a duty must be completed

Reasonable accommodations—change in the job application process, the way a job is performed, or to other parts of a job that enable a person with a disability to have equal employment opportunities

Salaried—same as an exempt position under the Fair Labor Standards Act (FLSA)

Scope of a job—range of responsibilities a person working in a job is expected to undertake

Undue hardship—an action that is excessively costly, extensive, or substantial in relation to an employer’s size and financial resources, or that would fundamentally alter the nature or operation of the business