Beyond theJob Description

Presented by:Heather Kinzie

SHRM-SCP, SPHR, GPHR

@LeadingSolution#ILSHRM15#BeyondtheJD

Session Agenda• Purpose of Job Descriptions

• Problem with Job Descriptions

• Getting past the ridiculousness

• Five-step Job Analysis

• Moving beyond

@LeadingSolution#ILSHRM15#BeyondtheJD

Job Descriptions: they should…

• Define purpose of job

• Identify essential functions

• Support FLSA exemptions

• Identify relevant qualifications

and competencies needed

to perform at proficient level

• Communicate working conditions and consider ADA issues@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Job Descriptions: they are…• Outdated or non-existent

• Written for “perfect” or “hypothetical” world

• Too broad, too specific, filled with “trend” words or “jargon” or filled with irrelevant information

• Not written by someone doing the work or written only by someone doing the work

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Intended Journey

Good intentions

Clea

r Exp

ecta

tions

Job SatisfactionProductivity and Effi

ciencies

Satisfaction and Engagement Retention

Utopia

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Actual Journey

Good intentions

Misa

lignm

ent

Job DissatisfactionLow

Productivity

Low Morale

TurnoverIncreased or Wasted Effort

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Our Journey• We refer to the job title…and that’s about it.

• We use the title and minimum qualifications…and that’s about it.

• We use the title, essential functions and minimum qualifications…and that’s enough!

• What job descriptions?

• We supplement our workforce planning, recruiting and selection, performance mgmt. and workforce development processes with a thorough job analysis.

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Reality CheckIf you are barely using or only using Job Description as written,

• Workforce Planning won’t be realistic.• Recruitment activities will fall short.• Screening will be flawed.• Selected candidate will not be a good fit.• Perf. Mgmt. will be disconnected.• Professional Devp. won’t be aligned.• Much time will be wasted!@

Lead

ingS

oluti

on

#ILS

HRM

15

#Be

yond

theJ

D

Beyond the Job Description

• Realistic, relevant and specific Job Descriptions

• Thorough understanding of success

• Thorough understanding of barriers

• Identification of technical and behavioral competencies

• Vision, Mission and Workplace Culture awareness

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Job Analysis: Step One

1) Why does the job exist?

Prepare a list of essential/key* responsibilities.

* If the work doesn’t get done, the sky will fall!

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Job Analysis: Step Two

2) What does success look like?

What does it look like, sound like, etc.? How do you know when you have it? What do your customer see when they get it?

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Job Analysis: Step Three

3) What are the typical barriers blocking success?

What “hurdles” have to be jumped on a regular basis? What is likely/probable to get in the way of success?

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Job Analysis: Step Four

4) How does someone overcome the barriers?

What technical and/or behavioral competencies must the employee have in order to jump the hurdles and get to success?

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Job Analysis: Step Five

5) Address Vision, Mission and Culture

Where is your organization headed?How is it planning to get there?What is the work culture like?

Now, identify employee characteristics that would be in alignment.

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Challenge the Status Quo• Engage with the Hiring Manager and/or Team.

• Go learn the “reality” of the situation.

• Energize your efforts – get creative on how you gather this information!

• Make your reality closer to “perfect.”

• Utilize what you learned to “go beyond” in other HR program areas.

@Le

adin

gSol

ution

#I

LSH

RM15

#

Beyo

ndth

eJD

Heather Kinzie, SHRM-SCP, SPHR, GPHR• Strategic Management• Workforce Planning• Employee and Labor Relations• Human Resources Development• Process Improvement (LEAN)• Facilitation, Mediation and Team

Building• Public Speaking 907.334.5828

heather@aleadingsolution.comwww.aleadingsolution.com

www.blog.aleadingsolution.comLinkedIn or Twitter @leadingsolution

@Le

adin

gSol

ution

#

ILSH

RM15

#

Beyo

ndth

eJD