Transcript PowerPoint Slides

REDEFINING
JOB DESCRIPTION
MANAGEMENT
Why Managing Job Descriptions
Is the Single Most Critical Issue for Strategic HR
Identify and
manage bottom
performers
Identify and
retain top
performers
Protect your company
from regulatory
sanction
Benchmark/Evaluate
jobs to compensate
employees fairly
Develop an
equitable salary
structure
Protect your future with
effective succession plans
Motivate employees with
engaging Career Paths
Evaluate employee
productivity &
performance
Recruit the right people
A clear understanding of the Job is Required to:
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Identify Employee
Training Gaps
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Are Your Job Descriptions Ignored?
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Job Data
Central to HR/Talent Management
• A Robust up-to-date job
description repository can
ensure that all aspects of
your HR and talent
management activities
are reading from the
same hymn book.
• So the top talent you hire,
thrive and produce to
grow your business while
insuring compliance with
regulatory bodies.
Career Pathing
Succession
Training
Performance
Management
System/
Process
Compliance
FLSA, ADA,
FDA, Joint
Commission
Job
Description
ATS/Recruiting
Process
Compensation
Plans &
Salary
Structure
Corporate
Culture
Future Plans
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Why Job Descriptions Lag Behind
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People think of them as documents/paper
No one person can complete them
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People don’t know where to start
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Different formats/focus
Everything else is more important
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Especially for new Jobs
Lack of content
No Structured way to go about it
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HR knows how to write them
Managers/Stakeholders know the
details of the job
Recruiting, Performance Reviews,
Compensation, Market Pricing
Despite the fact that none of these can be done well without an effective Job
Description
No Urgency (until you need to hire someone)
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A New Job Description Perspective
• Right now your Job Descriptions:
◦ Cater to the lowest common denominator
◦ Consist of blocks of dense, opaque text
• With an HRTMS Jobs Repository you could:
◦ Leverage conversations with multiple Stakeholders
 Collects all the info you need
 Controls who can see what
◦ Provide information to those that need it
 Folks in other roles, hiring managers, recruiters, Compensation, OD
 Other systems: ATS, Performance Management, HRMS
◦ Turn blocks of text into Data Points
 That you can search/query/interface with other systems
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What Our Clients Are Accomplishing
•
Xerox
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Driving Business Need: Construct a global job description repository
Result: Eliminated regional duplication of job descriptions
“HRTMS is highly focused on the needs of the customer. Using their professional and technical
expertise, they deliver creative, well-designed solutions that meet the current business needs, but also
retain flexibility for future requirements. Their solutions even provide job descriptions in different
languages at the click of a button.” – Judy Miller
•
Lincoln Financial
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Driving Business Need: Inconsistent job descriptions that did not meet the needs of a
large, federally contracted organization
Result: Identified and solved weaknesses in their job description management
process allowing for accurate, compliant job descriptions
“What used to take me 30 minutes, now took me less than 3. This is brilliant."
Scott McCloskey
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SRA
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Driving Business Need: To fairly compensate top talent/retain skilled employees
Result: Job descriptions that made new compensation plans possible (clear view of
job description, how employees can grow within the organization)
“The HRTMS system has been a crucial factor in helping us to develop a sound job structure that aligns
with our business. It has increased transparency for our employees and improved compliance with
industry requirements.”
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Compliance
• Protect against FLSA wage and hour lawsuit
In an article, Beware 'Misclassification Creep' in Employee Exemption, Littler Mendelson
shareholder and co-chair of the firm’s wage-and-hour practice group, Lee Schreter
states, “It’s easy enough
for companies to ask their
employees to sign off on
their job descriptions during
their periodic performance
reviews, so there is both
mutual understanding and,
for the employer, welldocumented proof that the
employee knows where they
stand. That kind of evidence,
I believe even the courts will
be hard-pressed to dismiss.”
◦ Compliance - Job
Description Acknowledgement
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Healthcare (Joint Commission)
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All Companies (FLSA)
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Bio Tech (CFR Part 11)
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HRTMSJobs- Highlighted Features
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Simple for Managers and
Employees
Powerful for HR and Comp
Collaboration with
Stakeholders
Look up Content
Job Posting
FLSA Determination
Inheritance/Reusable
Components
Job Families/Organizing Job
Descriptions
Similar JDs/Consolidation
Archive/historical versions
Multi-Language
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Some Of Our Customers
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