Last edited by Samubar
Tuesday, July 14, 2020 | History

6 edition of Results-oriented job descriptions found in the catalog.

Results-oriented job descriptions

Roger Plachy

Results-oriented job descriptions

more than 225 models to use or adapt--with guidelines for creating your own

by Roger Plachy

  • 207 Want to read
  • 13 Currently reading

Published by AMACOM in New York .
Written in English

    Subjects:
  • Job descriptions.

  • Edition Notes

    StatementRoger J. Plachy, Sandra J. Plachy.
    ContributionsPlachy, Sandra J.
    Classifications
    LC ClassificationsHF5549.5.J613 P58 1993
    The Physical Object
    Paginationxix, 311 p. :
    Number of Pages311
    ID Numbers
    Open LibraryOL1399282M
    ISBN 100814478069
    LC Control Number93006946

      Results-Oriented Job Descriptions, a powerful human resource management tool that managers, business owners, and human resource professionals use to focus employees on the big picture and what really matters in their jobs, can now be purchased on-line from the world’s largest job description database incorporating results-oriented thinking. How to write a Librarian job description. Your job description is the first touchpoint between your company and your new hire. With millions of people searching for jobs on Indeed each month, a great job description can help you attract the most qualified candidates to your open position.

      JRMI created the Results-Oriented Job Description methodology in , and since then has become the authority in describing work in a results-oriented manner. While traditional job descriptions merely list tasks to be performed, Results-Oriented Job Descriptions identify the outcomes that the tasks are expected to produce. Currently, job descriptions for Education Support Personnel are inaccurate, dictated without employee input, or just plain non-existent. A new approach, results-oriented job descriptions (ROJDs), can help ESPs earn recognition for the vital role they play, respect for their professionalism, job security and continued improvement of pay equity.

      Graphic designers incorporate images and text into everything from company logos to promotional materials and more. Their skills can be valuable to a lot of different industries, but getting a foot in the door typically requires that entry-level designers have a strong portfolio they've developed through coursework or internships. Job Descriptions For Green Industry Professionals Book - Paperback - Very Good Job Descriptions - $ - Green Good - Descriptions Paperback Very Professionals Industry For Book Job - Industry Book Very Professionals Descriptions Job - For Green Good Paperback Job Descriptions For.


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Results-oriented job descriptions by Roger Plachy Download PDF EPUB FB2

The value of a results-oriented job description is to remind employees of why they do a task, and how it benefits the organization. Uses of the Job Description. A clear and concise job description contains all relevant information pertaining to the job and what is required to be successful.

In the job interview, the potential candidate can. Results-Oriented Job Descriptions: More Than Models to Use or Adapt -- With Guidelines for Creating Your Own [Plachy, Roger J., Plachy, Sandra J.] on *FREE* shipping on qualifying offers.

Results-Oriented Job Descriptions: More Than Models to Use or Adapt -- With Guidelines for Creating Your Own/5(3). More Results-Oriented Job Descriptions is the ultimate resource for the company wanting to create state-of-the-art job descriptions.

It presents model descriptions covering a wide range of job categories. Readers can use or adapt the models, or learn to make their own. And all the descriptions are included on a free, easy-to-use computer by: 2. Results-oriented job descriptions: more than models to use or adapt--with guidelines for creating your own.

[Roger Plachy; Sandra J Plachy] Job descriptions: Document Type: Book: All Authors / Contributors: Roger Plachy; Sandra J Plachy. Find more information about: ISBN: Job descriptions are used in the selection process, Results-oriented job descriptions book training, performance appraisals, and compensation.

Results-oriented job descriptions define what job results the organization needs to accomplish its mission, values, strategy and goals.

Prepare your company Results-Oriented Job Descriptions using the sample form below. When writing results-oriented job descriptions, the first thing to consider is that you need to identify and state the result to be accomplished. For example, the desired result might be “Maintain Company Directory.” Now, to do this properly you need to do the following: 1.

First start with an action verb, then write the object of the action. There Results-oriented job descriptions book two types of job descriptions: traditional job descriptions (TJD) and results-oriented job descriptions (ROJD). TJD are duties-oriented; they provide a list of job tasks. ROJD go beyond describing what the incumbent does (tasks) they describe what the incumbent accomplishes by the duties to be performed – the results.

Traditionally, job descriptions are seen as a piece of paper listing the tasks one must perform in order to complete the functions of their job. However, a results-oriented job description goes beyond just listing job duties and communicates the. The Results-Oriented Job Description A well-written ROJD establishes a new philosophy for job actions.

It allows the manager to clearly explain why the position exists within the organization and to indicate what the desired results to be achieved by the incumbent are. Writing an accurate, relevant and.

Clearly Define Job Descriptions. Your team members need to understand the roles that you've hired them for. So, start by writing a clear job description for each of them. As you review their responsibilities, it may become clear that a ROWE isn't appropriate, and that a more traditional, structured work environment is better.

The introduction of a new approach, the Results-Oriented Job Description in this manual, enables appropriate individuals in a school district to develop and write job descriptions for ESP.

These appropri-ate individuals are ESP members themselves. Building the Pyramid: Results-Oriented Job Descriptions has been. Job Description Writing Process. The process of writing a job description requires having a clear understanding of the job’s duties and responsibilities.

The job posting should also include a concise picture of the skills required for the position to attract qualified job candidates. Well, you could start with their job description written in a results-oriented manner that distinguishes between accomplishing something, and doing something.

The first principle of managing is to achieve a purpose, call it a goal, objective, outcome, mission, vision, deliverable. A well-written job description can give the person already doing the job a good road map for success.

p True. p False. Proper use of a job description in the interview process is a foolproof way to keep out of court. p True. p False. Job descriptions should be. D Preparation of Results-Oriented Job Descriptions. The Employment Services analystHuman Resources is available to offer assistance in the development or revision of the results-oriented job descriptions.

Training materials for writing UIJD can be found on the HR webpage. Because results-oriented job descriptions emphasize the results desired from performing a particular job and explain why the work is important to the organization, employees better understand the true value of their work and are more committed to fulfilling goals."--BOOK JACKET.

"More Results-Oriented Job Descriptions provides brand new job. Job description and job specification are the two essential components of job analysis. Job analysis refers to the identification of the vacant job position and description of the task, duties, role, responsibilities and job title along with related requirements.

It includes skills, qualification, knowledge and experience a person must possess to fill up that position. A performance measure is a numeric description of an agency’s work and the results of that work.

Performance measures are based on data, and tell a story about whether an agency or activity is achieving its objectives, and if progress is being made toward achieving policy or organizational goals.

Job Description Writing Guide - 2 - Position Title Job Classification Administrator I Hiring Range $20,$30, FLSA Status Non-Exempt Provisional Period 6 Months Pay grade level 5 EEO-6 Category PR Salary Minimum $20, Salary Midpoint $30, Salary Maximum $40, Position Information. Providing over job descriptions and updated to take account of the new Age Discrimination legislation, this book is the most comprehensive and up-to-date resource available to create meaningful descriptions for your employees.

This book offers a unique time-saving approach in the form of a 'job description builder' which allows you to. Additionally, Sportsbook Writer typically reports to a supervisor or manager. The Sportsbook Writer may require year of general work experience. Possesses a moderate understanding of general aspects of the job.

Works under the close direction of senior personnel in the functional area. Find out Job .How to write a Nurse Manager job description. Your job description is the first touchpoint between your company and your new hire. With millions of people searching for jobs on Indeed each month, a great job description can help you attract the most qualified candidates to your open position.7 Steps to Writing an Effective Job Description 1.

Determine the major functions (The titles/groupings under which you include the duties). Select major functions and use only words for each function. 2. Determine the percentage of these functions in relation to the total job. 3.