JAGRAN LAKECITY BUSINESS SCHOOL

JOB SUBJECT:

DESCRIPTION INRODUCTION TO
HUMAN RESOURCE

AND JOB
MANAGEMENT

Submitted to: SPECIFICATIO BBA C – I YEAR

2020-2021

Ms. Swechcha Sharma N Presented by :

Paridhi Dwivedi
Date:
Manuj Gupta

27 Nov 2020 Priyanshu Soni

Rishita Malani
 After this presentation, we’ll be able to
understand :

 Concept of Job Analysis

 Steps involved in Job Analysis process
 Job Description and its Purpose
 Contents of Job Description
 Job Specification and its Purpose
 Contents of Job Specification
 Difference between Job Description and Job
Specification
 Case Study
• Red Lobster (Phillip-Gully 2009)
• What will be the Job Description and
Job Specification of the new Manager at
Red Lobster?
What does Job Analysis mean?
 Job Analysis is a systematic
process of collecting the
information on nature of a job,
qualities and qualifications All these factors
required to a job, physical and identify what a job
mental capabilities required to
a job, duties and demands and what an
responsibilities, physical and employee must possess
JOB mental effort required to
to perform a job
perform a job, necessary skills
ANALYSIS required to perform a job, productively.
working conditions and
environment  for a job, in order Therefore, job analysis
to describe Job Description
and Job Specification, for is  to understand more
Recruitment and  S about a specific job in
election of Employee, improve
Job Satisfaction, Employee order to optimize it. 
Safety and to build up
Employee  Motivation etc.
JOB ANALYSIS

Contains Analysis which means

Which means
Detailed study of
something (job)
In order to
Understand more
about it.
 This helps both the
employer and the
employee to understand
what exactly needs to be
delivered and how.

Writing them clearly

Both Job Description
and accurately helps
and Job Specification
organization and
are essential parts of
workers to cope with
Job Analysis
many challenges
information.
while onboard.
JOB DESCRIPTION
Job Description includes basic job-related data that is useful to
advertise a specific job and attract a pool of talent.
I. It includes information such as job title, job location, reporting to and of employees, job summary, nature and
objectives of a job, tasks and duties to be performed, working conditions, machines, tools and equipments to be
used by a prospective worker and hazards involved in it.

II. It clarifies what an employee is responsible for and what is expected from them. The job description provides
potential candidates with a clear description and main objective of a position and help them determining if they
can perform the duties of the position or not.
 PURPOSE OF JOB DESCRIPTION

I. The main purpose of job description is to collect job-related

data in order to advertise for a particular job.

II. It helps in attracting, targeting, recruiting and selecting the

right candidate for the right job.

III. It is done to determine what needs to be delivered in a

particular job.

IV. It clarifies what employees are supposed to do if selected for

that particular job opening.

V. It gives recruiting staff a clear view what kind of candidate is

required by a particular department or division to perform a
specific task or job.

VI. It also clarifies who will report to whom.

 CONTENTS OF JOB
DESCRIPTION

Job Title Job Location Job Summary

Working
Reporting to Job Duties
Conditions

Designation of the
immediate Machines to be Hazards involved
superior and used in them
subordinates

Promotional
Salary Levels Chances &
Channels
 JOB
SPECIFICATION
•Job Specification is another aspect of job analysis. It
describes the type of employee required (in terms of skill,
experience, and special attitude, and test scores of various
types) and outlines the working conditions that are
encountered on the job.

•Job specifications translate the job description into terms

of the human qualifications which are required for the
successful performance of the job.

•It is a written record of the requirements sought in an

individual worker for a given job.
 PURPOSE OF JOB SPECIFICATION

• Described on the basis of Job Description, Job Specification

helps candidates to analyse whether they are eligible to apply
for a particular job vacancy or not.

• It helps recruiting team of an organization understand what

level of qualifications, qualities and set of characteristics
should be present in a candidate to make him or her eligible
for the job opening.

• Job Specification gives detailed information about any job

including job responsibilities, desired technical and physical
skills, conversational ability and much more.

• It helps in selecting the most appropriate candidate for a

particular job.
CONTENTS OF JOB SPECIFICATATION

• Qualifications
• Experience
• Training
• Physical, Emotional, Technical & Communication Skills
• Responsibilities
• Emotional Characteristics
• Sensory Demands
• General & Mental Health
• Intelligence & Aptitude
• Leadership Skills
• Adaptability & Flexibility
• Values & Ethics
• Creative & Innovation Skills
BASIS JOB DESCRIPTION JOB SPECIFICATION

Meaning Job description is the written document in
which all the information regarding a
particular job including role, responsibilities
and duties is summarized in a systematic
manner.
Job specification is the set of specific
qualities, knowledge and experience, a
person must possess to perform a particular
job.

Origin Originates from Job Analysis Based on Job Description

Elements Consist of job title, job location, role, Involves personal attributes, skills,
responsibilities, duties, salary, incentives and knowledge, educational qualification and
allowances experience

Objective Describes the job profile Specifies the eligibility criteria

What is it? What the company is offering to the What the company is demanding from the
candidate. candidate.

Application by Used to give the sufficient and relevant Used to match the right attributes with the
Human Resource information of the job job so described
Manager
 CASE
STUDY
 Job Description & Job Specification at Red Lobster (Phillip – Gully 2009)

Red Lobster operates over 670 casual-dining seafood restaurants in the US and Canada, employing
more than 63,000 people. When Red Lobster developed a new business strategy to focus on value and
improve its image, it established a new vision, mission, and goals for the company. The restaurant chain
simplified its menu with the highest-quality seafood it could offer at mid-range prices, traded its
restaurants’ tropical themes for a crisp, clean look with white-shirt-and-black-pants uniforms for its
employees, and added Northeastern coastal imagery to its menu and Web-site. Executing the new
mission and differentiation strategy required hiring fun, hospitality-minded people who shared its
values.
Although Red Lobster had not had any problem with hiring restaurant managers, the company felt
that the managers it hired did not always reflect Red Lobster’s strategy, vision and values. The company
also realized that their old job descriptions did not reflect the passion its new strategy needed from its
employees.

Red Lobster ask your opinion of What they should look for in the Job Description and Job Specification
of the new Manager as to improve the fit between its new management hires and its new business
strategy ?
 SUMMARY

As Red Lobster holds such a big space in the market it wants to

introduce its new business strategy to focus on its value and to
improve its image. In order to accomplish this, they have established
some new missions and goals for the company, i.e., they are going to
simplify their menu, modify their uniforms , serve the highest food
quality at mid-ranges and change their restaurant and website theme.
They hired a manager but sometimes they feel that the manager
hired is not able to reflect their strategy vision and values and for that
they want their job description and specification to be updated.
 WEAKNESS
STRENGTH
High Prices
Already Established
Affordability issues
Focus on high quality
seafood Consumer Base
High customer service Complicated Menu

S.W.O.T
ANALYSIS
THREATS
OPPORTUNITIES
Big Competition
New customer base
Just Sea Food
Re-position Brand Image
The Economic
Set up low prices
Rollercoaster
 SOLUTION

Red Lobster ask your opinion of What they should look for in the Job Description and Job Specification
of the new Manager to improve the fit between its new management hires and its new business
strategy ?

In our opinion, as Red Lobster stated that their “old job description is not reflecting the new vision,
mission and goals of the company”, they should look for the following things in their managers while
writing its job descriptions and specifications :

1. JOB DESCRIPTION –
 Accomplishes restaurant’s HR objectives by recruiting, selecting, orienting, training, assigning, scheduling, coaching,
counselling and disciplining employees.
 By communicating job expectations, planning, monitoring, appraising, and reviewing job contributions, planning and
reviewing compensation actions, enforcing policies and procedures.
 Plans menus by consulting chefs, estimates food costs and profits.
 Controls cost by reviewing portion control and quantities of preparation, minimising wastes and ensuring high quality of
preparation.
 Publicises the restaurant by designing and placing advertisements, inviting food bloggers and editors to review the
restaurant; contacting local, regional and national magazines with feature ideas; encouraging local businesses to hold
service events at the restaurant.
  Maintains ambience by controlling lighting, background music, glassware, dinnerware and utensil quality and
placement; and also, by monitoring food presentation and service.

2. JOB SPECIFICATION-
 Bachelor’s degree in Hospitality, Business Administration or relevant field.
 A minimum of 3 years’ experience in hotel management or similar role.
 Strong understanding of hotel management best practices and data entry software.
 a friendly personality, with a genuine desire to help and please others
 the ability to think clearly and make quick decisions
 good organizational and leadership skills
 numeracy and logistical planning skills
 a professional manner and a calm, rational approach in hectic situations
 the ability to balance customer and business priorities
 excellent communication and interpersonal skills, especially when dealing with speakers of other languages
 proficiency in another language - this is not essential but could be an advantage, especially for hotels which are part
of an international chain
 energy and patience
 a smart well-presented appearance.
THANKYOUU!