Presentation onPresentation on Job Description & Job Description &Job Specification Job Specification

Ashirwad AranAshirwad Aran Ajinkya SuleAjinkya Sule Anubhav LalAnubhav Lal Ankit KaloniaAnkit Kalonia Aditya BagayatkarAditya Bagayatkar

Presented to :-

Respected Mrs. Malti Borgia Madam.

Presented by :-

CONTENTSCONTENTS

IntroductionIntroduction Importance of HousekeepingImportance of Housekeeping Job Study & AnalysisJob Study & Analysis Job DescriptionJob Description Job SpecificationJob Specification Job EvaluationJob Evaluation Role PlayRole Play Rules for InterviewersRules for Interviewers PitfallsPitfalls AdvantagesAdvantages ConclusionConclusion BibliographyBibliography

INTRODUCTIONINTRODUCTION

We the Aspiring Managers are here for We the Aspiring Managers are here for presentation onpresentation on

“ “Job Description and Job Job Description and Job Specification” House Keeping Dept.Specification” House Keeping Dept.

Thereby helping the management for Thereby helping the management for selecting the Right Candidate for the Right selecting the Right Candidate for the Right

JobJob

IMPORTANCE OF IMPORTANCE OF HOUSEKEEPINGHOUSEKEEPING The ‘Housekeeper’ is the Eyes and Ears of The ‘Housekeeper’ is the Eyes and Ears of

management of the Hotel.management of the Hotel. The Rooms are the ‘Heart of the Hotel’.The Rooms are the ‘Heart of the Hotel’. The Housekeeping department is the largest single The Housekeeping department is the largest single

‘EMPLOYER’ in the hotel.‘EMPLOYER’ in the hotel. The recruiting, training, supervision & retention of The recruiting, training, supervision & retention of

housekeeping personnel is a never ending housekeeping personnel is a never ending challenge. challenge.

When a guest enters his room, unless it’s décor is When a guest enters his room, unless it’s décor is appropriate, the air odour free & the furnishings appropriate, the air odour free & the furnishings spotlessly clean, the guest is lost as a “Potential spotlessly clean, the guest is lost as a “Potential Repeat Customer”.Repeat Customer”.

JOB ANALYSISJOB ANALYSIS

JOB DESCRIPTION JOB DESCRIPTION (Job oriented)(Job oriented)

Job identification Job identification Job SummaryJob Summary Relation to other jobsRelation to other jobs Location in the hierarchyLocation in the hierarchy Machine tools & equipments usedMachine tools & equipments used Materials usedMaterials used ResponsibilitiesResponsibilities Conditions of work, location of work, Conditions of work, location of work, postureposture HazardsHazards

JOB SPECIFICATION JOB SPECIFICATION (Employee oriented)(Employee oriented)

EducationEducationExperienceExperience Training Training JudgmentJudgment InitiativeInitiative Physical effortPhysical effort Physical SkillsPhysical Skills Communication SkillsCommunication Skills Emotional CharacteristicsEmotional Characteristics Unusual sensory demands suchUnusual sensory demands such as vision, smell, hearing etc. as vision, smell, hearing etc.

Job DescriptionJob Description

Job descriptions give a general description of the work to be Job descriptions give a general description of the work to be carried out and of the type of person required to do it; e.g. carried out and of the type of person required to do it; e.g. Education background, work experience , additional Education background, work experience , additional responsibilities working conditions as well as equipments responsibilities working conditions as well as equipments and materials to be used in the course of the job.and materials to be used in the course of the job.

Job descriptions must be tailored to the specific operational Job descriptions must be tailored to the specific operational need of individual properties.need of individual properties.

Job descriptions can ease employees anxiety by specifying Job descriptions can ease employees anxiety by specifying responsibilities, requirements, and peculiarities of their responsibilities, requirements, and peculiarities of their jobs.jobs.

It is used in recruitment, training, performance appraisal & It is used in recruitment, training, performance appraisal & wage and salary administration.wage and salary administration.

It is a detailed report describing all functions that must be It is a detailed report describing all functions that must be performed by a GRA, housemen etc.., and the manner in performed by a GRA, housemen etc.., and the manner in which they must be performed.which they must be performed.

Drafting Job DescriptionDrafting Job Description

Following guidelines help in writing a good Job Description:-Following guidelines help in writing a good Job Description:-

i.i. Scope & nature of the work, including all important Scope & nature of the work, including all important relationships should be indicated.relationships should be indicated.

ii.ii. The work & duties of the position should be clearly laid out.The work & duties of the position should be clearly laid out.iii.iii. Show the kind of work, degree of complexity and skill Show the kind of work, degree of complexity and skill

required.required.iv.iv. Supervisory responsibilities should be explained to the Supervisory responsibilities should be explained to the

incumbents.incumbents.

JOB SPECIFICATIONJOB SPECIFICATION

It is a written itemization of the minimum requirement that It is a written itemization of the minimum requirement that must be met by an applicant for a particular job.must be met by an applicant for a particular job.

These are derived from a Job Description.These are derived from a Job Description.

After describing the job, all specifications are listed for the After describing the job, all specifications are listed for the

position; filling in the requirements for each important position; filling in the requirements for each important aspect in detail. This procedure is called JOB aspect in detail. This procedure is called JOB SPECIFICATION. SPECIFICATION.

Accurate Job Specifications & a realistic Job Description go Accurate Job Specifications & a realistic Job Description go hand in hand in a good recruitment process. They are hand in hand in a good recruitment process. They are invaluable tools for interviewers and applicants alike.invaluable tools for interviewers and applicants alike.

ADVANTAGES TO H.R.ADVANTAGES TO H.R.

It helpsIt helps

ADVANTAGES TO ADVANTAGES TO MANAGEMENTMANAGEMENT

It helps in selecting right candidate for the right It helps in selecting right candidate for the right job.job.

It helps the employees in adjusting to different It helps the employees in adjusting to different working standards.working standards.

It adds to job satisfaction which helps in reducing It adds to job satisfaction which helps in reducing employee turnover.employee turnover.

It helps in reducing Manpower cost like:- It helps in reducing Manpower cost like:- “Recruitment Training” etc.“Recruitment Training” etc.

It helps the task of implementing standardized It helps the task of implementing standardized procedure.procedure.

ADVANTAGES TO ADVANTAGES TO EMPLOYEESEMPLOYEES

It simply states what the employee must be It simply states what the employee must be able to do in order to perform their job.able to do in order to perform their job.

Job descriptions can ease employees Job descriptions can ease employees anxiety by specifying responsibilities, anxiety by specifying responsibilities, requirements, and peculiarities of their jobs.requirements, and peculiarities of their jobs.

It forms the basis for developing job It forms the basis for developing job breakdown.breakdown.

It provides job security.It provides job security.

CONCLUSIONCONCLUSION

The conclusion drawn from this data is:The conclusion drawn from this data is: Identifying training needs of PersonnelIdentifying training needs of Personnel Creating recruitment strategies.Creating recruitment strategies. Making performance reviews.Making performance reviews.

Without proper job analysis by the human Without proper job analysis by the human resources department, it is difficult for any resources department, it is difficult for any organization to remain competitive and be organization to remain competitive and be able to attract and retain talent.able to attract and retain talent.

BIBLIOGRAPHYBIBLIOGRAPHY

The Professional Housekeeper by Mr. RaghubalanThe Professional Housekeeper by Mr. Raghubalan

Housekeeping resource material by Mrs. Malathi BorgiaHousekeeping resource material by Mrs. Malathi Borgia

Michigan State University Extension Study ReportMichigan State University Extension Study Report

L.C. Pigage & J.L. Tucker, Institute of Labor and Industrial Relation, L.C. Pigage & J.L. Tucker, Institute of Labor and Industrial Relation, University of Illinois (adapted from the bulletin, job evaluation, 1959)University of Illinois (adapted from the bulletin, job evaluation, 1959)

Human Resource Management from ICFAI University, Hyderabad.Human Resource Management from ICFAI University, Hyderabad.

http://reader.google.comhttp://reader.google.com

http://www.flicker.comhttp://www.flicker.com

http://www.michigan.edu/infohttp://www.michigan.edu/info