Adam El Masmoudi Garcia
D2
Job description
A job description summarises the main facts about a job. It helps an applicant to
understand exactly what type of work they will be asked to do. It details the primary
functions of the job, how the tasks will be carried out, and the necessary skills needed to
perform the job. It should anticipate employee growth and potential problems with
misunderstanding.
Pro
- It assists in identifying candidates who are not qualified for a certain position, thereby
reducing the odds of making a poor employment decision. (explain more, how was it
helpful for me, business…)
Con
- They tend to typecast an employee. Such a view can severely restrict employees'
initiative to be innovative, and they may do only what is covered in the job
descriptions. Innovation could result in improving procedures and methods.
Person specification
A person specification lists the essential and desirable qualifications, skills and attributes
of the person required. Applicants chosen for interview are normally those who have all
the essential requirements and several of the desirable ones, too. It cannot be
discriminating.
Pro
- A person specification can form the basis for the selection of the most suitable person
to fill the job.
Con
- You need to ensure that the list of essential or desired competencies does not lead to
unlawful discrimination against potential employees; otherwise it would be a problem
for the company.
D2
Job description
A job description summarises the main facts about a job. It helps an applicant to
understand exactly what type of work they will be asked to do. It details the primary
functions of the job, how the tasks will be carried out, and the necessary skills needed to
perform the job. It should anticipate employee growth and potential problems with
misunderstanding.
Pro
- It assists in identifying candidates who are not qualified for a certain position, thereby
reducing the odds of making a poor employment decision. (explain more, how was it
helpful for me, business…)
Con
- They tend to typecast an employee. Such a view can severely restrict employees'
initiative to be innovative, and they may do only what is covered in the job
descriptions. Innovation could result in improving procedures and methods.
Person specification
A person specification lists the essential and desirable qualifications, skills and attributes
of the person required. Applicants chosen for interview are normally those who have all
the essential requirements and several of the desirable ones, too. It cannot be
discriminating.
Pro
- A person specification can form the basis for the selection of the most suitable person
to fill the job.
Con
- You need to ensure that the list of essential or desired competencies does not lead to
unlawful discrimination against potential employees; otherwise it would be a problem
for the company.
