Before the hiring process is initiated, the need to employ an employee must be identified. If the requirements, roles as well as responsibilities have been identified, the employer might not know what duties they’d like to accomplish with this person. In this situation, there is a need to write an employment description document that outlines an employer’s expectations from the potential employee.
What is a job description?
A description outlines the job’s responsibilities, role, and other duties employees must perform. It also defines the criteria employers look for in a job position, such as the candidate’s qualifications, skills, and previous experiences. For instance, when a description of the job for a content writer has to be developed, companies should mention the following requirements and skills within the description of the job:
- Content creation, such as blog posts, web content, or other types of content
- Finding appropriate keywords and incorporating them into your content in an appropriate way
- Respecting the communication style guidelines and writing content under the guidelines
- Collaboration with team members, such as graphic designers, to achieve the goal of publishing content across all platforms.
- Previous experience in shorthand typing/content writing courses/prior experience in the creation of calendars of content
A degree in English Honours or a related subject
In writing the job description of an editor in the above example, each of the duties and tasks is described in bullet points and is highly specific. The report also lists the qualifications and experience employers are looking for. HR managers need to prepare job descriptions for every position within the company to provide an understanding to the prospective employee and to align expectations.
Essential To Create Job Descriptions before hiring employees.
Here are four good reasons for making job descriptions before hiring employees is crucial:
Aid the employer in understanding and communicating their expectations to the applicants
A job description can help employers understand and express their expectations for candidates regarding their qualifications, role, and expertise. If the employer doesn’t know what they want the candidate to complete, the employer cannot convey the same information to the applicant. Thus, the job description is a way to coordinate the employer’s and employee’s expectations.
Let the candidate know the job better.
A job description will help applicants understand the duties they’ll be required to accomplish in this job. What qualifications, skills, and prior experience are required from someone appropriate for the job. It aids the candidate in understanding more about the organization, the position, and the employer’s expectations for the work.
You must ensure that the top candidate is selected for each job.
When creating job descriptions, employers review each responsibility and task against the applicant’s previous qualifications, skills, and work experience. If the job description and the candidates’ qualifications, skills, and relevant experiences match the requirements, it indicates that a candidate is suitable for the job. Therefore, by looking at the work and expertise of various candidates, employers can determine which one is best for the position.
Make sure that employees are accountable for their work
A job description lists every task employees must perform during their careers. This helps employers ensure that employees are accountable when working for the company.
We hope you understand the importance of creating a job description before even beginning the search for employees and are now able to write job descriptions for open positions.
Steps of Effective Leadership Development Program Plans.
A well-thought-out leadership development program offers opportunities and clear guidance for your workers to enhance their abilities and grow their careers. With a wider skill set, they’ll have the tools they need to assist your business in moving forward. It’s a win-win scenario for both you along with your workers.
However, a development plan or program shouldn’t be designed in the nick of time. Follow these steps to ensure that your employees’ plans for professional development are on the right track. Follow this guide to know more.
Effective Career Development Plans
Step 1: Think about your goals for the business.
Before setting goals for your employee development program, ensure that you align your employee’s goals for their development with the requirements of your business. Take into consideration your long-term and short-term business objectives.
Do you need someone from your sales team to be a district manager? Do you require someone in accounting to know how to utilize and use new software?
You’ll be able to determine the needed abilities, know-how, skills, and knowledge to achieve your goals once you’ve identified them.
If, for instance, your business is growing rapidly, it may be necessary to hire more leaders. What qualifications do they require? Does any of your employees currently have the knowledge or the ability and the desire to develop the competencies needed for these roles?
The development of internal candidates to connect the current skills of employees and those of the future would be extremely beneficial for the business. Investments in employee development today will save costs and time in the long run regarding onboarding, recruiting, or training employees. In addition, creating an employee’s career path and showing the possibility of advancement and promotions can help you keep the best talent.
Step 2: Discuss the matter with your employees
Please don’t presume that you know your employees’ levels of expertise and career goals. Discuss with everyone on your team to know more about their professional goals.
Having your employees evaluate their work and discuss the challenges they face within their current roles is also advisable. Which areas are they experiencing the greatest difficulty in? Are they in need of some additional education, mentoring or an assignment that is challenging?
Certain employees have career goals, But they’re not sure what to do next or if the organization will be supportive of their plans. Others may not be aware that you can see their potential or need encouragement to grow in their career.
When you speak to employees, you can work together in determining what role your business could play in their goals and the opportunities you could offer them.
Step 3: Define the potential and the readiness
After you’ve provided leadership and management education, evaluate your employees, and bear in mind the difference between readiness and potential. For instance, Michael may have the potential to become a superstar manager, but he’s not yet ready to assume this job. The definition of readiness can vary, including desire, skill and experience. Michael might want to pursue the managerial job you have in mind for him but isn’t yet. He might be taking care of parents who are elderly or children and isn’t keen to travel.
Additionally, he may have the time and energy required for a new job. Or, he could need between two and three years in increasingly challenging assignments. Furthermore, this is the time to acquire the management skills needed in the new job.
Leaders often think of someone who excels at selling or manufacturing widgets (potential). They also assume they are great at managing the sales team or manufacturing widgets (readiness). Management and doing require different skills, and the employee is forced into employment. Furthermore to this, they aren’t prepared for the negative outcomes.
Do you want to quit your job in Dubai? These are the five steps to follow.
Gulf News speaks to UAE legal professionals about the steps employees should follow when quitting.
Dubai: You may be contemplating quitting your job as a full-time employee in the UAE. What happens if my manager refuses to accept or acknowledge my resignation. How can I ensure I have no problems moving to a different job?
Gulf News interviewed legal experts in UAE to determine the best steps for employees to take to avoid financial or legal liability when they quit their full-time jobs. The steps below are only for employees with full-time jobs. They are based on UAE’s new Labour Law, Federal Decree-Law No. 33 of 2022 – and its governing regulations.
1. To ensure you give the correct notice period, read your employment contract.
According to the UAE Labour Law, the notice period for a full-time employee who wants to end a work contract may be between 30 and 90 days. Your labor contract will specify the notice you must give to your employer. You can find our detailed guide on how to get a copy of your labor contract here.
Failure to fulfill your notice period could result in financial liability. You may be asked for your salary for the period you did not serve, according to Priyasha Corrie (Partner at Keystone Law Middle East LLP).
She stated that Article 43(3) of UAE Labour Law requires parties to compensate each other. This is a ‘payment in lieu notice’ equivalent to an employee’s salary for the whole notice period or a portion thereof.
You should keep some things in mind if you’re resigning within your probation period. Our detailed guide explains how to resign during probation.
2. Resign in writing
Corrie advised employees to notify their employer in writing of their decision to resign, via email or by letter. It is crucial to indicate your notice period and the last day of your work following your labor contract. This is required by Article 43 (1) of UAE Labour Law.
What happens if my employer doesn’t respond to my resignation email
According to Dr. Ibrahim Al Banna (CEO of Ibrahim Al Banna Advocates and Legal Consultants), while employees are required to submit their resignations in writing, acknowledgment from the employer is not required under the UAE Labour Law.
Dr. Al Banna stated that the employer does not have to acknowledge the notification.
3. Receive all your end-of-service dues
Your gratuity will be calculated according to Article 51 of UAE Labour Law once you have served your term as a full-time employee. You must note that gratuity will be calculated on an employee’s basic pay.
Dr. Al Banna stated that when calculating gratuity for a foreign employee, an employer must, according to Article 51 (5), calculate it based on the previous basic salary to which the employee was entitled, regardless of whether the employee receives a salary on either a weekly, monthly, or daily basis.
The gratuity paid to a foreign employee shall not exceed two years’ remuneration. The employer can deduct any amount due to him or her, following the law or a judgment rendered by a competent judge, when determining the gratuity amount.
4. Ensure that your work permit is cancelled
Concerning Executive Regulations of Labour Law, the employer must apply to the Ministry of Human Resources and Emiratisation to cancel the work permit. Dr. Al Banna states that the employer must also apply for cancellation of visas with the General Direction of Residency and Foreigners’ Affairs (GDRFA Dubai) or the Federal Authority for Identity, Citizenship and Ports Security(ICP) if the employee was under the sponsorship.
“Once the visa and work permit is canceled, information indicating that they have been canceled will be entered into the MOHRE/GDRFA database. Dr. Al Banna stated that employers had restricted access to the database.
Although you are not allowed to access the databases of the authorities as an employee, your employer should send you cancellation papers detailing when your visa and work permit was canceled and the length of your stay in the UAE.
The visa and permit have been canceled. This gives the employee only 30 days to enter into a new employment relationship or exit the UAE. Dr. Al Banna stated they would be fined if the employee failed to establish a new employment relationship or exited the UAE without a valid visa.
5. For any questions, contact MOHRE
Lawyers also advised Gulf News to contact the Ministry of Human Resources and Emiratisation for any clarifications on the new Labour Law. For more information, contact the Ministry.
HOW TO SURVIVE A JOB INTERVIEW IN ENGLISH.
In English, we frequently talk about “surviving” an interview. Sometimes, simply surviving isn’t enough. You have to be able to show the interviewer what an excellent candidate you are should you want to be hired for your dream job. While specific interview questions are more challenging than others, you will still get an edge over your competition by knowing how to handle these simple English questions during the interview. Sit in a comfortable position and get yourself ready to tackle these English job interview-related questions.
Tell me more about your personal life.
It’s not a question but rather an invitation to provide more information. It’s still a popular method of opening an interview, however. Keep in mind that the interviewer is looking to learn about your skills related to your job rather than what you’re doing in your private life. Don’t mention, “I was born in Taipei,” “I like playing computer games,” and “I am the youngest of my two brothers.” Talk about your career progress, the lessons you’ve learned, and particular skills that allow you to be a suitable candidate for this position.
Don’t hesitate to sell yourself! The trick to answering this question is providing specific examples and supporting them with proof. Don’t just answer: “I’m organized, punctual, and well-liked with my colleagues.” You should follow up any information you state with “For instance” …” and elaborate on how you demonstrated your skills in your previous position.
What are your reasons for wanting to be a part of our team?
Employers would like to know why you’re interested in working for them. Therefore, show them that you know the company’s work and that you’re excited about your job. Don’t begin by saying, “Umm,” “I don’t know,” It seemed like a good choice for my career,” or “I haven’t found any other interesting information.” Go online and research the company before you interview to ensure that you can provide specific reasons as to why you’d like to join the company. Remember that the interviewer needs to understand what you could bring to the company rather than what the company could bring to you!
What made you quit your previous job?
Perhaps the last position you had was a disaster. However, an interview isn’t the right time to discuss the issue. If it’s true, do not make negative or opinionated remarks regarding your former or current colleagues or employers: “I didn’t agree with the direction of the company,” “I got no acknowledgment for my work,” “My boss was unjust.” Such statements can make you appear unprofessional. Instead, concentrate on positive reasons to leave, such as the desire to take on new challenges or expand your knowledge.
Have any questions you’d like to ask me?
Interviewers typically end their interview by asking this question. Make sure you ask specific questions that demonstrate that you know the basics about the company, but you’d like to know more. Be sure to ask questions you already know the answers to, such as, “What does your company does?” Or, “Could you give me your name repeatedly?” Also, don’t inquire about salary or vacation-related questions: “When do you give raises?” “How much vacation time should I anticipate?” Save those questions to ask after you’ve heard, “We’d like to give you the job.”
Remember that the most important thing to do for an interview is to be prepared. Research thoroughly and ensure you know the company’s mission and job before going into the interview. Be relaxed and remember that you were invited to the interview because the company is looking for your skills. Be sure to answer these questions and make use of them as a base to ensure you are successful at that subsequent English employment interview.
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