HR’s role in the identification of the job requirement of a particular job is important. Human resources are pivotal for the growth and success of an organization. HR practices affect organizational performance. Selecting the right person for the right job can’t be possible if you have not exactly identified the requirement of a particular job. When HR identifies the skill set required for a job, they can advertise this job requirement on various forums like newspaper jobs today.

In this article we will try to explain how HR can identify the job requirement for a job:

Job title:
The first step in recognition of a job requirement is to identify the job title. The job title is a short description of one to four words. Job title represents the purpose, scope, and relation with other jobs in the organization. Examples of job titles can be Associate director for health and services, Manager of custodial services, Director student’s health and insurance, etc.

Job purpose:
Job purpose is a brief description of the job, the role of the employee, and the scope of the responsibility. Job purpose should be defined in three to four lines giving the basic understanding of the job. It is a concise description, “ Why the job exists”.

Job duties and responsibilities:
This section is the most explanatory part in defining the job duties and responsibilities of a particular job. Job duties and responsibilities sheets describe the functionality of a job. How the job is executed and it mainly includes:

The job responsibility sheet describes, how, why, where, and who will execute the set of activities and responsibilities.

Who is reporting to whom, the complete chain of command for a job?

The employees under the responsibility of the incumbent employees and his scope of responsibility.

Identify the procedure of accountability and how it would be conducted.

Explain the remuneration and facilities given by the organization to the incumbent.

Supervisory role:
The supervisory role of the incumbent employee is also defined by HR to avoid any misunderstanding of his supervision and scope of responsibility. The supervisor role of the incumbent also include:

1-The evaluation of the subordinate employees.
2-How the incumbent supervises and oversees the work activities of subordinate employees and personnel.
3-Supervision includes his recommendation, staffing, hiring, and demotion of subordinate employees.
4-Define his scope and command of authority.

Required education:
In this section, H&R defines the minimum qualification required to perform the job. This section mainly defines the requirement of the qualification for the successful completion of a particular job.

Relevant experience:
Relevant experience to execute the job. HR should define what kind of experience should be included in the selection of an employee. Should an internship be considered a relevant experience? It may be possible due to the job responsibility only relevant working experience is included.

The HR role is important in the performance of an organization. If the HR department is working well, then the whole organization would ultimately work in synergy. It is crucial for the organization's success in the longer run. One of the main responsibilities of the HR department is to clearly define the job and working responsibilities of the employees. When HR clearly defines the responsibilities of the employees, they can recruit the right person for the right job.