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A job description or JD is a written narrative that describes the general tasks, or other related duties, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, information about the equipment, tools and work aids used, working conditions, physical demands, and a ...
Develop a job description and job specification. These are two tangible products of the job analysis process. The job description is a written statement that describes the activities and responsibilities of the job as well as its important features such as working conditions and safety hazards. The job specification summarizes the personal ...
A person specification describes the personal attributes desired in a potential employee. It is a companion document to a job description , describing the personal attributes being sought from applicants to ensure that they are suitable for the role. [ 1 ]
Prescriptive specifications define the requirements using generic or proprietary descriptions of what is required, whereas performance specifications focus on the outcomes rather than the characteristics of the components. Specifications are an integral part of Building Information Modeling and cover the non-geometric requirements.
The Knowledge, Skills, and Abilities (KSA) framework, is a series of narrative statements that, along with résumés, determines who the best applicants are when several candidates qualify for a job. The knowledge, skills, and abilities (KSAs) necessary for the successful performance of a position are contained on each job vacancy announcement. [1]
In documentation, a high-level document contains the executive summary, the low-level documents the technical specifications. In business, corporate strategy is a high-level description, a list of who does what jobs is a low-level description.
A job competency model is a comprehensive, behaviorally based job description that both potential and current employees and their managers can use to measure and manage performance and establish development plans. Often there is an accompanying visual representative competency profile as well.
Requirements specification – Requirements are documented in a formal artifact called a Requirements Specification (RS), which will become official only after validation. A RS can contain both written and graphical (models) information if necessary. Example: Software requirements specification (SRS).