Need Help Creating Job Descriptions for FMCG Cake Shop Outlets – Any Sample Formats?

Dear Seniors,

I am working in an FMCG company that has outlets for cake shops. I need to prepare job descriptions for the entire organization across all departments. If someone could assist me by providing some sample formats, it would be greatly appreciated.

Thanks,
Manish

Job description

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. A job description is a summary of job analysis findings that helps managers determine what an employee is supposed to do when onboard. The purpose of a job description depends on the level of details the job findings include. A job description carried for general purposes 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, it does not contain sub-tasks, performance standards, and the basis for evaluating jobs and establishing the right compensation packages.

Specific Purpose of Job Description

Specific purpose job descriptions include detailed information about the job responsibilities of an employee. It also covers sub-tasks, essential functions, and detailed job duties. It involves a huge amount of details such as what an employee needs to do, how it is to be done, and what the performance standards are, 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 make the job different from other jobs, i.e., the overall purpose of the 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, traveling required or not, nature of supervision, relations to other jobs, etc.

As per your requirement, I am attaching the Job Description and KRA. I hope it will be helpful for you.

Regards,
Amit

As you are in HR, you should have thorough knowledge of various branches of HRM. In specialized branches, they can be classified as follows. I don't know exactly what the job description (JD) for an HR job should be to look after Economic Growth through HR Development and Retention:

- HR-Generalist
- 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
- Payroll & Taxation
- Safety

Responsibilities to be covered:

(i) To develop job descriptions clearly.
(ii) Selecting the right employees for the right jobs with the right selection process.
(iii) To negotiate requirements and accomplish 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 an 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.

Hello, We are a retail company with 1,000 employees. Currently, we do not have any HR procedures or documents as standard operating procedures (SOP). I am looking to develop a job description for each position and establish Key Result Areas (KRA) and Key Performance Indicators (KPI) that are aligned with the annual evaluation process.

Request for Assistance
I would appreciate your assistance in providing details of any agencies or consultants specializing in the development of job descriptions and KRAs.

Regards,
Abhi