The Working Condition In The Workplace

Working condition: Working condition usually give us information about the environment in which a job holder must work. These includes heat, cold, dust, noise level, moisture, fumes, etc. Nature of risk their possibilities of occurrence are also given.

Social Environment: Size of work group and inter personal interactions required to perform the job are given. Training and development facilities may also be mentioned.

Machines, tools and equipment: The names of major machines, tools and equipment materials used in the job are described.

Supervision: Under it is given the number of persons to be supervised along with their job titles and extent of supervision.

Relation to other jobs: The jobs immediately below & above are mentioned. It

• It should be similar or identical to one of the titles the job has had in the past, so employees and supervisors won't have to learn a completely new vocabulary every time job descriptions are written or revised.

Job Summary: The second section of a good job description format is known as the "job summary." It is a brief narrative picture of the job that highlights its general characteristics. The job summary should provide enough information to differentiate the major functions and activities of the job from those of other jobs.
Since brevity, accuracy and objectivity are primary goals in writing the job summary, it is wise to follow these three basic rules:
• Start the job summary with an action word (verb).
• Explain the job's requirements; in other words, tell what is

and its purpose. If it is necessary or helpful to do so, use an example.

Responsibilities and Duties: It is regarded as the heart of job description. It describes the duties performed along with frequency of each major duty. Responsibilities concerning custody of money, supervision and training of staff, etc are also described in this section

Accountabilities: Once job objectives have been made clear responsibilities and duties have been defined, the incumbent is accountable to his or her superior for success or failure in accomplishing these objectives. The section of “accountabilities” not only describes the end results achieved when job duties are performed satisfactorily, but also mentions specific standards for measuring performance. It is therefore particularly useful when preparing for performance appraisal.

Job Specifications: As started earlier, the personal qualifications an individual must process in order to perform the duties and responsibilities contained in a job description are compiled in the job specification. Typically the job specification covers two areas:
• The skill required to perform the