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OH 2-1
Defining Job Descriptions
Human Resources Management and Supervision
2OH 2-1
OH 2-2
Job Descriptions in the Employment Cycle
Job descriptions relate to several activities in the employment cycle.
OH 2-3
Job Specifications
Detail the qualifications a person should have to do the job
Examples Education
Experience
Emotional and physical skills
OH 2-4
Job Descriptions and Performance Standards
Job descriptions Indicate the duties that make up a job
Performance standards Indicate how well a duty must be completed
OH 2-5
Job Description vs. Performance Standard
Example of duty as a job description and as a performance standard
Duty as a job description
Duty as a performance standard
Greet drive-through customers
Greet drive-through customers using the standard greeting within fifteen seconds of their arrival at the drive-through board.
OH 2-6
Functions of Job Descriptions
For recruiting and screening
For hiring and orientation
For employee development and training
For performance programs and evaluations
For salary administration
OH 2-7
Functions of Job Descriptions continued
Safety and security
Union relations
Legal proceedings
OH 2-8
Classes and Grades
OH 2-9
Levels of Authority
Top Management
MiddleManagement
Supervisory Management
Employees
OH 2-10
Organizational Charts
Outline hierarchy of the organization
Flow of authority & communication Unbroken line between all levels of the organization
Relationships between positions Each position should have only one supervisor
Impact & interaction of positions across the organization
OH 2-11
Organization (con’t)
Similar act ivies should be grouped together to structure departments within an organization
Organizational charts/business structure, must change continually to reflect the constant change in business
OH 2-12
Sample Organizational Charts
Shows hierarchy within the Organization
OH 2-13
SampleOrganizational Chart
T ype nam e hereCafe M anage r
T ype nam e hereCatering M anage r
T ype nam e hereB ldg 2 M anage r
T ype nam e hereG eneral M anage r
OH 2-14
Sample Organizational Charts
Shows relationships between department within an organization
OH 2-15
Microsoft 20071) Add a new Slide
2) Insert SmartArt Graphic3) Choose Hierarchy
OH 2-16
Microsoft 20073) Choose Hierarchy 2) Insert SmartArt Graphic
3) Choose Hierarchy4) Click on the style you would like to use
OH 2-17
Microsoft 20075) Click on the Text box and type in position names6) Right click on the box where you want to add an additional postion, and choose Add Shape. This will add a box: after, before, above, below or to add an assistant
OH 2-18
Shows relationships of core elements within the organization
OH 2-19
Sr. Vice President
Vice PresidentDistrict Manager
QA Manager
Finance Director
Executive Chef
Marketing Manager
Vending Manager
Account
Area Trainer
General Manager
Area Team
OH 2-20
Job Analysis
Provides detailed breakdown of duties in a position
Identifies skills, knowledge, attitudes, and experience needed for success in the position
Tells job’s environmental conditions
OH 2-21
Job Analysis continued
Employees can help with job analysis tasks.
OH 2-22
Developing Job Descriptions
Job descriptions should be free of discriminatory language.
Information should be specific enough to indicate job tasks.
Job descriptions should not be so detailed that the job is defined in rigid terms.
OH 2-23
Components of Job Description
Job identification information (title)
Position supervisor
Job summary
Job responsibilities
Job specifications
OH 2-24
Good Job Descriptions
Do not include information about policies and operating procedures.
Provide only that information needed to clearly define the job.
OH 2-25
Job Descriptions Recognize ADA Concerns
The Americans with Disabilities Act (ADA) prohibits discrimination against people with disabilities in employment.
Job descriptions must identify potential functions (key duties) employees in a position must be able to do.
OH 2-26
More About Job Descriptions and ADA
Employers do not need to accommodate a person if doing so will impose an undue hardship on the business.
Clear job descriptions should address issues about whether persons can be accommodated for a position.
OH 2-27
Exempt and Nonexempt Positions
Minimum wage and overtime pay is not required for exempt (salaried) positions.
Minimum wage and overtime pay is required for nonexempt (hourly) positions.
OH 2-28
Traits of Exempt Positions
OH 2-29
Traits of Nonexempt Positions
OH 2-30
Job Descriptions Change Over Time
Responsibilities may change as operations or employees grow or change.
Job descriptions may change because of regulations.
Equipment, menu items, and operating procedures may affect job responsibilities.
Union contracts may change.
OH 2-31
Key Term Review
Back of the house (BOH)—positions that involve work normally performed in the kitchen and other areas where customers do not go
Bona fide occupational qualifications (BFOQs)—the realistic range of skills or credentials needed to perform the essential functions of the job
Class—cluster of jobs that have common information or skill areas
Competencies—general capabilities needed to perform a duty
Essential functions—key duties that an individual must be able to perform in order to do the work
Exempt—positions that are not covered under the Fair Labor Standards Act (FLSA)
OH 2-32
Key Term Review continued
Front of the house (FOH)—positions in the dining room or other public areas to which customers have access
Grade—category of jobs that fit into a defined salary range
Hourly—position that is nonexempt under the Fair Labor Standards Act (FLSA)
Job analysis—a study of a job to identify required duties, skills, knowledge, attitudes, and experience required for the position and environmental conditions applicable to the job
Job description—document that defines the work involved in a particular assignment or position
Job specifications—qualifications a person should have to do the job
Nonexempt—same as hourly position under the Fair Labor Standards Act (FLSA)
OH 2-33
Key Term Review continued
Performance standards—statements that identify how well and possibly how often or how quickly a duty must be completed
Reasonable accommodations—change in the job application process, the way a job is performed, or to other parts of a job that enable a person with a disability to have equal employment opportunities
Salaried—same as an exempt position under the Fair Labor Standards Act (FLSA)
Scope of a job—range of responsibilities a person working in a job is expected to undertake
Undue hardship—an action that is excessively costly, extensive, or substantial in relation to an employer’s size and financial resources, or that would fundamentally alter the nature or operation of the business