The question makes certain assumptions that are not quite correct. Generally it is not the job of a recruiter to decide on the need for revising the job descriptions. Also, reevaluation of jobs is not done piecemeal, one job at a time. Unless there are specific disputes or problems pertaining to a specific position, the job evaluation exercise is taken simultaneously for a group of positions.
However, for answering this question we will assume that the need for job evaluation has been established, without going into details of who has performed this activity, and then consider the main questions raised, that is factors in revising the job descriptions, need for adopting a new approach, and justifying the time and expense of undertaking such an assignment.
The factors to be considered for revising the job description in not any different from the factors considered during the preparation of original job description. Of course it will be necessary to consider all the changes that have taken place in the basic nature of the job.
The need for adopting a new approach will depend on how good or bad the original approach is and what improvement are possible. However, revision of the basic approach is not undertaken for individual positions. If the basic approach is changed, it may be necessary to reevaluate all the jobs.
The justification for revision will again depend on the likely improvements. These may include improvement in areas such as improved understanding of organisational responsibilities and relationships, more equitable remuneration, better employee morale, lower employee turnover and so on.
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