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International Journal of Information Technology and Business Management29th September 2015 Vol. 41 No.1© 2012-2015 JITBM & ARF. All rights reservedISSN 2304-0777 www.jitbm.com30JOB DESCRIPTION AND JOB SPECIFICATION: ASTUDY OF SELECTED ORGANIZATIONS IN SRI LANKADR.T.MANGALESWARAN1AND MRS. KIRTHIGA KIRUSHANTHAN2Department of Economics and Management, Faculty of BusinessStudies, Vavuniya Campus of the University of Jaffna, Sri Lanka1and 2mangales@mail.vau.jfn.ac.lkABSTRACTHuman resource professionals and consultants use job descriptions and job specifications as basic building blocks for many human resource (HR) functions, including recruitment and hiring, performance evaluations, and salary ranges. Some organizations not maintain the job description and job specification. They don’t know importance of them. This research explore whether they practice, how to maintain thejob descriptions & job specifications, what is the content of the job description and specification in the selected Sri Lankan organization. This study demonstrated that the job specifications and job descriptions look different from one another jobs of selected 18 organizations in Sri Lanka.. The researcher collected response from 18 organizations. The main tool of the study was interview guidelines. The data collected from the Owners or HR Managers of the organization via Interview. The secondary data also collected via review of the job analysis information. The Qualitative analyses were conducted.This study reveals that organizations practice job description and specification at different level based on the organization sizeandtypeKey words: Job description, Job specification.1.0INTRODUCTIONHuman resource professionals and consultants use job descriptions and job specifications as basic building blocks for many human resource (HR) functions, including recruitment and hiring, performance evaluations, and salary ranges.A job description can best be thought of as a blue print of the position. It out -Lines the essential duties and responsibilities that are expected of the employee and the basic purpose of the work the employee is expected to perform. It also de fines accountability in an organization, which helps to pre -vent overlap of duties and as signs task responsibility.Job specification establishesthe qualifications required of applicants for the job openings. Job specification provides a basis for attracting qualified applicants & discouraging unqualified ones. Skills relevant to a job include education or experience, specialized training, personal traits or abilities. The physical demands of a job refer to how much walking, standing, reaching lifting or talking must be done on the job.Job descriptions and job specifications are used every day in organizations, and while research provides guidelines for what should be included in each of these and how each should be constructed. Thepurpose of this study was to examine precisely what job descriptions & job specifications in the field contain and to determine whether or not in particular organization. This study demonstrated that the job specifications and job descriptions look different from one another jobs.
International Journal of Information Technology and Business Management29th September 2015 Vol. 41 No.1© 2012-2015 JITBM & ARF. All rights reservedISSN 2304-0777 www.jitbm.com312.0LITERATURE REVIEWJob analysis consists of collecting data and applying it by preparing job descriptions, job specification and job standards. (Bratton and Gold, 2007). Therefore, a job description is a result of a job analysis. Where the job analysis describes the general requirements of a certain job, the job description will explain in detail the different tasks to accomplish during the day. “The process to make a job description is to have a strong reflection on the available sources of expertise.” (Richard, 2007). The principle of a job description is to identify the essential function of a work. One of the main objectives of a job description is to be used as a tool during the recruiting process. The job description shouldbe enough descriptive but also very clear to understand. Job description will give the opportunity for the team to work together and faster. It will increase also the good feeling of the employees. The job descriptions can be multipurpose tools that can be used in every aspect of the employment process (Arthur and Diane, 2006).Job descriptionsThe creation of job descriptions is the most common use for job analyses (Brannick et al., 2007). Usually, job descriptions are created by compiling the most salient information gathered in the job analysis. Job descriptions essentially summarize the findings of the job analysis and highlight the most important elements of the job. Brannick, Levine, and Morgeson (2007) define a job description as a “brief written description of work”. According to Brannick et al. (2007) job descriptions are used to provide information regarding what precisely the job entails to people that do not perform the job. The intent is to provide an overview of the job to those who are not familiar with it. Grant (1988) refers to a job description as the “blueprint” of a job. This means what tasks and responsibilities must be performed as part of the job. Researchers and professionals are generally in agreement over what a job description consists of: identifiers, summary, duties and tasks, and often other information (Brannick, et al. 2007). Cascio (1998) breaks down the content of the job description using different terms than Brannick et al. (2007); however, they convey the same information. He states that there are five elements of a job description, including the job title, job activities and procedures, working conditions and physical environment, the social environment, and conditions of employment. One such purpose is to assist in staffing (Cascio, 1998). Companies use job descriptions to inform potential applicants about what the job involves. This allows applicants to gain an understanding of the job and determine if they are qualified and want to apply for the job. Often job descriptions are included as part of the posting to recruit applicants for a position. According to Brannick et al. (2007) job descriptions are designed for the novice, not a job expert.Job specificationsWhen recruiting and screening applicants, employers utilize job analyses to determine what knowledge, skills and abilities an applicant needs to perform the job (Brannick et al., 2007). These needs are referred to as job specifications or “a written description of job requirements” (Brannick et al., 2007). Job specifications can include job requirements such as written communication skills or prior experience in a certain field. Job specifications allow companies to determine the educational, professional and certification requirements for a person performing a job. Prien and Hughes (2004) demonstrated that minimum qualifications, such as education requirements, can be established by utilizing a quantitative job analysis designed to measure the educational achievement needed to perform a task. Further, Prien and Hughes’ study, knowledge required was linked with levels of education.3.0 STATEMENT OF THE PROBLEMJob description and specification are importance to the organizations for implementing other human resource management activities. This study looks whether the selected organization has job description and specification and what are the contents of job descriptions & job specifications? Are they similar in the selected organization?4.0OBJECTIVE OF THE STUDYThe following objectives were defined in this study. They were:To explore the Job description and specification in selected organization