We came across a good article about job descriptions written by the classification and compensation team with Purdue University. The compensation professionals stated that well-written job descriptions are more useful than poorly prepared job descriptions and that job descriptions serve a multitude of purposes. Employees, supervisors and human resource professionals utilize job descriptions as a key HR tool for optimization of human capital attraction, retention, performance and planning. Please note who uses the descriptions and how they use them as shared by the Purdue University classification and compensation team.
Bruce and I attended a recent meeting with an employer that was expressing the need to offer an expanding menu of tangible and intangible total reward offerings to meet the diversified needs of its multi-generational workforce. The Human Resources Director was asking how to value the non-compensation benefits, rewards and work-life balance menu items. The director wanted to determine the value of the organization’s non-compensation related offerings as a means to calculate the value for their total rewards package. This organization wants to offer competitive wages, benefits and other employee engagement options as part of its compensation philosophy.