Importance Of Person Specification

After completing preparing the job description and we keep going with person specification which is a profile of our ideal new employee, including all the essential and desirable communicative, and creative skills and abilities expected from them, knowledge and competencies, personality characteristics that would fit in with our team, and with the origination ethics, education required for the role, level of experience needed in either similar organisations or equivalent roles, certificated qualifications and development potential.

Preparing or writing detailed explanation of person specification powers us to consider what experience and skills are essential for our role and the type of person we are looking in to our team. Person specifications

Step 1: Job Analysis

Before we tried to describe a job (job description) and sort a person we need to do the job (Person specification). We found it useful first to go through process of job analysis. This is the process of gathering information about the content and context of the job, analysing and organising that information. Under this step we followed the following steps:

1.What is a job: we defined the job is the basic unit of our organisation structure. We assumed the job in terms of inputs such as knowledge, skills, experience and behaviours. The process through job responsibilities and tasks and finally the outputs what the job to achieved.

We conduct the job analysis by reviewing exiting documents including existing job descriptions, structure charts and business plans, discussing with current and previous job holders and with human resources.

In this step, we have established the key outputs and how well the outputs are being achieved. We also considered the different situations in which the job operates in order to help us to determine the type of person we need for the job to do effectively including individual situations, dialogues, group conversation and critical

Grade: the grade of the job, as confirmed by HR.

Main purpose of the job: we prepared summery of contribution of the job to our company.

Main duties and responsibilities: in this step we defined the main duties and responsibilities of the job by getting the information’s from the job analysis. We identified all the list of tasks has to carried out by considering what has to be done, how it has to be done and What result should have to be achieved to achieve what result. We also discussed in this step the dimensions such as number and profile of staff supervised, budget management, number and type of external customers. Special future such as planning and organising, decision making and other relevant information’s.

1.3.3. Step 3: Person specification:

In this step we discussed the key knowledge, skills experience and behaviour required to perform the role effectively. We also identified the minimum (essential) qualities necessary for the job to be performed to an adequate standard, and the ideal (desirable) qualities for outstanding performance in the post by relating the person specification to the job