Purpose. They serve the purpose of identifying the best person for a job and describe the attributes, experience, skills, and qualifications needed. It provides an overview of the job as well as specific duties that the job entails. It can only give a framework of emotional characteristics and personality traits but cannot specify the experience or forecast complex issues is any. It is not so much a legal document, as it is a way to advise prospective and current employees of what is expected in a specific job. This allows them to match themselves according to suitability and not just skills. Job specification is derived from job analysis. A job specification is a document which describes education, experience, skills, knowledge required to perform a job. You don’t always need previous experience or qualifications and there are loads of opportunities to train on the job and learn new skills. Job Analysis information in its complete form puts forth two important documents – job description and job specification. Apart from actually finding the right candidate or employee, job specification can be used for screening of resumes & shortlist only those candidates who are the closest fit to the job. There are many parameters which are considered while giving the job specification for a certain profile. Job specification gives important details related to the job like education & skills, prior work experience, managerial experience, personality traits etc which would help an employee accomplish the objectives of a job. The job analysis information, thus collected is useful to the personnel department to prepare the forms detailing as job descriptions, job specification and job standards. A job specification defines the knowledge, skills and abilities that are required to perform a job in an organization. Job specification is a statement of employee characteristics and qualifications required for satisfactory performance of defined duties and tasks comprising a specific job or function. Posted: (1 days ago) Collectively, job specification and job description help in giving a overview of the job in terms of its title, position, roles, responsibilities, education, experience, workplace etc. They also help to resolve any conflicts over what a job's duties entail. It is not so much a legal document, as it is a way to advise prospective and current employees of what is expected in a specific job. The specification should be derived from the job description and forms the … It helps recruiting team of an organization understand what level of qualifications, qualities and set of characteristics should be present in a candidate to make him or her eligible for the job opening. A job specification is a statement regarding human qualities that are required to perform a particular job. Provides support to senior management with organisation, scheduling, correspondence, human resources, and meetings. Here is a sample job specification, which is prepared for a marketing manager in a telecom company. This article has been researched & authored by the Business Concepts Team. It is a document or statement which spells out the minimum levels of qualification, skills, physical and other abilities, experience, judgment and attributes required to … Managerial experience in handling and managing a team can also be a job specification criteria required for a particular position. 2. It involves huge amount of details such as what an employee needs to do, how it is to be done and what are the performance standards, etc. The depiction of job description and job specification consist of three aspects namely definition, purpose/usages and content. It is a very important document used by HR professionals to communicate the desired people requirement in the organization. The critical difference between job description and job specification is that; former is the summary of all the task, role and responsibilities specifying what the company is offering to the candidate. Job Title: Executive Assistant. Job specification helps in the recruitment & selection process, evaluating the performance of employees and in their appraisal & promotion. It involves huge amount of details such as what an employee needs to do, how it is to be done and what are the performance standards, etc. Some examples of job purposes are listed below: 1. He believes they are usually worded in such a way that it is difficult to really evaluate a individual's performance. And promotions industry, position, duration or in a particular job aspects namely definition purpose/usages. Concepts from 6 categories includes detailed information about job responsibilities, objectives and requirements a... 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