Validating a human resources manager’s job description report sample


A comprehensive job description is one that supports and caters for caters for all the functions associated with the particular job. It shows the requirements of the job, the salary and support wage administration among other important aspects. The job description can thus be used to verify or check legal compliance by either the employee or the employer.
In this paper, I am going to focus on the process of validating or verifying a job description for a The World Bank’s human resource manager’s position. To conduct an efficient validation of the job description as written down by the employer, there are a number of activities that I would perform.
The first step would be to meet with a HRM official from the organization to gain insight and approval of the validation process. Some of the issues I would discuss would be some the justifications and reasons for the job description validation, timelines in the organization, staffing and the basic division of labor in the organization. This initial step would give me a general overview of the organization and enable me to go forward.
The next step would be distributing ‘ comment forms’ to both workers and the management of The World Bank organization where they would state their opinions and review the job description in general terms. After collecting the forms, I would then conduct a comparative analysis of the answers put forward. If possible, I would also conduct a sitting with both (management and employees) and engage in an explicit analysis and review of the organization’s job description.
After that I would then undertake the complex process of deriving the knowledge, abilities and skills that were used in writing the job requirements. These are normally obtained from a variety of sources and I would therefore embark on a wide research process to make sure that no detail is left out so as to come with the true job description basis. Some of the principles that I would check for in the official job description would be the simplicity of the language, the address focus (the job itself and not the person), the general description of the job in terms of performance by a fully qualified and well experienced employee, amongst other aspects. Apart from these, I would also perform a comprehensive analysis of the organization’s missions, visions and goals to establish whether they played any significant role in the formulation of the job description. The main reason for the existence of any organization is to meet its goals and objectives and these aspects must be kept in mind when formulating a job description.
The next activity I would perform would be a comprehensive review of the responsibilities or functions as stated in the official job description. Some of the aspects that I would check for are the results expected from a particular job and whether these are viable, what is actually done in the job and the reason why they are done and how the job’s purpose is achieved. Later I would also perform an analysis of other factors such as interpersonal skills, decision making, the demands and pressure associated with the human resources management job. This particular step would require me to make a physical visit to the human resource department of the organization to watch the actual human resource manager at work.
After verifying and validating these aspects, I would then draw up a comprehensive report that clearly indicates whether the official job description stipulated by the company is accurate. This would also describe and the existing or potential employees in the organization’s human resources department are actually taking part in the activities that their jobs entail.

Works Cited

Bartram, D. The Great Eight competencies: A criterion-centric approach to validation. Journal of Applied Psychology. 2005.
Smith, M. Lee. The 2011 Executive File: Hot Employment Issues. Brentwood, TN: M. Lee Smith Publishers. 2012