Amit Aishwary Choudhary
Managing People At Work.
+1 Other

Thread Started by #maniish1311

Dear Seniors,
I am working in FMCG company having outlets of cake shops. I need to prepare job description of entire organization of all department.
If someone can help me by providing some sample formats then it would be great help.
19th September 2017 From India, Ahmedabad
#Job description is all about collecting and recording basic job-related data that includes job title, job location, job summary, job duties, reporting information, working conditions, tools, machines and equipment to be used and hazards and risks involved in it.
-Job Description is a summary of job analysis findings that helps managers determine what an employee is supposed to do when on-board.
-The purpose of job description depends on the level of details the job findings include. Job description carried for general purpose typically involves job identification (title, designation, location) and a statement of duties and functions of a prospective or existing employee. A specifically carried job description includes detailed information about the kind of job, how it is supposed to be performed and what is expected to be delivered.
#General Purpose of Job Description
General purpose job descriptions are used by organizations to find the very basic information about a particular job opening. Though data includes worker’s duties but does not contain sub tasks, performance standards and basis for evaluating jobs and establishing right compensation packages.
#Specific Purpose of Job Description
Specific purpose job description includes detailed information about job responsibilities of an employee. It also covers sub tasks, essential functions and detailed job duties. It involves huge amount of details such as what an employee needs to do, how it is to be done and what are the performance standards, etc.
Job Description contains three major parts-
1.Identification Section: Deals with the Job Title, Job Location, Department, Division, Plant, Reporting to and Job Code.
2.Summary Statement: Deals with general responsibilities and Components that makes job different from others job i.e. overall purpose of Job.
3.Duties Section: Deals with major tasks, duties, responsibilities performed, physical & working conditions (hot, cold, dry, dusty, oily, noisy etc.), machine, tools, material types , working shift, travelling required or not, nature of supervision, relations to other job etc.
As per your requirement i am attaching the Job Description and KRA .
I hope it will helpful for you.
21st September 2017 From India, Delhi

Attached Files
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File Type: xls JD & KRA.xls (53.5 KB, 972 views)
File Type: pdf JOB DESCRIPTION.pdf (78.0 KB, 975 views)
File Type: pdf Job Description HR-IR Manager.pdf (372.3 KB, 941 views)

Dear Amit,
Thank you very much for sharing the related files. It will help in formulating KRA's for my company.
22nd September 2017 From India, Ahmedabad
i am doing in IT company and currently in Position of HR and wanted to job discription of HR kindly help me this matter i shall be very thankfull to you
11th April 2018 From Pakistan, Lahore
This is Muzahid, Executive Corporate Sustainability. I am playing a role to Economic growth through HR Development & Retention. I am currently looking for HR job description. I shall be very thankfull to you
14th December 2018 From Bangladesh, Dhaka
Hi Muzahid,
As you are in HR if you should have thorough knowledge on various branches of HRM in a specialised branches they can be classified as follows. I don't know exactly what could be JD for HR job to look after Economic Growth through HR Devt. & Retention.
HR-Job Analysis & Design
HR-Compensation and Benefits.
Recruitment and Staffing.
Induction, Orientation,
Training & Retraining and Development.
Employee Relations/Industrial Relations/Legal
Employee Satisfaction.
Labor Laws and Legal Compliance.
Social Welfare & Facilities
Information & IT/Data
Systems & MIS
Pay roll & Taxation
And should cover the following responsibilities -
(i) To develop job descriptions clearly.
(ii) Selecting right employees at right jobs with right selection process.
(iii) To negotiate requirements and accomplishment based performance standards, outcomes and measures as and when required.
(iv) To provide appropriate training, education and induction.
(v) To facilitate ongoing coaching and feedback.
(vi) To conduct quarterly/half yearly performance development discussions.
(vii) To design appropriate compensation and appraisal system that rewards employees for their outstanding contributions.
(viii) To provide career development opportunities for employees.
(ix) To assist with exit interviews to understand why loyal employees leave the organization and Rehabilitation
15th December 2018 From India, Bangalore
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