CAPSTONE PROJECT

Inappropriate Job Description

and
Its Effect on Emp loyee
Performance: Th e Case of the
AMCB Enterprises
 CONTENTS
 Introduction and
Rationale of the
Assessment
 Description of the
Current State
 Assessment/Analysis
of the Current State

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 INTRODUCTION AND
RATIONALE OF THE
ASSESSMENT
According to Brannick et al. (2007), job description is an
instrument used by the people who do not know accurately how
to perform the job. So, to make employees perform their jobs
well there has to be a clear and specific job description.
Therefore, many organizations are working hard to make sure
that job descriptions that they have are effective in terms of
productivity and in achieving the organization's objectives. For
these reasons, many researchers conducted many studies to
assess the effects of job description for the success of the
organizations. As, in the fast changing world there are many
changes in the nature of the working environment and
technology, and so the job description should be adjusted to
incorporate the changes. 

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 INTRODUCTION AND
RATIONALE OF THE
ASSESSMENT
A job description not only describes the position’s responsibilities, it sets
the foundation for recruiting, developing and retaining talent and also sets
the stage for optimum work performance by clarifying responsibilities,
expected results, and evaluation of performance. It is also an important
component to maintaining an equitable compensation system and
ensuring legal compliance. It contains the following components:  job title,
job purpose, job duties and responsibilities, required qualifications,
preferred qualifications and working conditions.  

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 INTRODUCTION AND
RATIONALE OF THE
ASSESSMENT
In our Organization, many people face a similar
unhappy situation, finding themselves in jobs that
aren't what they thought they would be. Forty percent
of those who left jobs in 2019 did so because they
didn't like what they were doing. And, for many more,
the opportunity to use their existing skills was the key
attraction of a new role. The job description should
accurately reflect the duties and responsibilities of the
position. When well-written, it produces a realistic
picture of a job and answers the question, “What does
the person in this role actually do?”

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 INTRODUCTION AND
RATIONALE OF THE
ASSESSMENT
Therefore, this study focuses on the
Inappropriate Job Description and its effects
on the role of employee performance
particularly in AMCB Enterprises that some
jobs don't match the actual job. So far it will
use different concepts and practices in relation
to job description and its effects on employees
performance.

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 TITLE
DESCRIPTION OF
THE CURRENT
Poultry feeds is a private company with
STATE the main office located at Alegria, San

AMCB Enterprises is a Francisco Agusan del Sur also known as

partnership business in which Arturo Mt. Magdiwata. AMCB Enterprises will

Maniquez and Cyril Balmadres are always be invited every year by the

both brothers and agreed to build a Department of Agriculture to speak up

small warehouse for the production about the products being sold. Today,

area where poultry diets are being AMCB has already 2 branches in

processed. His brother Arturo Caraga Region and Region 11 with

more than (1) hundred employees.
predicted that the poultry production
(Human Resource Department).
will be the fastest growing livestock
sector of the future.

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 DESCRIPTION OF
THE CURRENT
STATE
Like other Companies or any other
Organizations, the business needs and
hires employees to run its operations.
Normally, it includes Human Resources,
IT, Accounting and Finance, Sales
Marketing, Research and Development,
and Production. Among the six  groups of
every Departments, Human Resources
are responsible for the formal orientation
of the newly hired employees for the type
of work they’re going to perform.
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Moreover, job design has an effect on how
an employee feels about the job he will
perform, his authority over the work,
decision-making the employee has on the
job and how many tasks the employee has
to perform for the position handled by him
(Rao and Krishna, 2002). Therefore, this
study focuses on the assessment of the
role of job description in determining
employee performance. So far it will use
different concepts and practices in relation
to job description and its effects on
employees‟ performance. 
 THE LATEST PERFORMANCE
OF THE AMCB EMPLOYEES IS
PRESENTED BELOW:
A. Identifying the performance of the organization
on inappropriate Job description and its effects.

1. An appropriate job description not only

describes the position's responsibilities, but also sets
the foundation for recruiting, developing and
retaining talent and also sets the stage for optimum
work performance by clarifying responsibilities,
expected results, and evaluation of performance.

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 A. Identifying the performance of the organization on
inappropriate Job description and its effects.
2. A signed job description can be used as evidence of the
agreement between the employee and the employer and
provides a reference as to the expected duties and
responsibilities of the job.

3. The immediate supervisor or Human resource staff

complete the job description, depending on which person is
more familiar with the position.

4. Employees' way of resigning is consecutive absences.

5. After 1 to 2 months employees are complaining about what

is really their job description.

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 B. Actual Performance
1. HR Staff identify the human attributes required for job
performance and do assessment on applicants based on the
attributes mentioned.

2. HR identifies the learning pace of each and every employee

and develops various learning and development programs to let
them learn as per their own requirements.

3. The HR Department helps provide the training, coaching,

administration, legal, and talent management oversight that the
rest of the organization needs for successful operation by
planning, directing, and coordinating the administrative
functions, developing policies and procedures, and serving as a
link between an organization's management and its employees.

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 B. Actual Job
4. The newly hired employees will undergo 3 weeks
of training and HR will give them a starting project.

HR finds a mentor in a similar position to the new

employee’s role to give them someone who can answer
their questions and steer them in the right direction.

5. When an employee renders a 1 month of service

already, HR receives a letter after one week that there
will be a quick change of designation.

6. HR found that Job description doesn’t match the

actual job.

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 DESCRIPTION OF THE CURRENT
STATE

Philippine Employment Laws for the Private Sector

 REPUBLIC ACT No. 10911

Section 2

VII. Other Labor-Related Matters

D. Discrimination 

The Labor Code also makes it unlawful for an employer to do any of the following: (i) to
discriminate against any person in respect to terms and conditions of employment on
account of his age; (ii) to discriminate against any employee who has filed any complaint
concerning wages or has testified or about to testify in such complaint; (iii) to discriminate
against employees in the exercise of their right to self-organization; (iv) to discriminate with
regard to wages, hours of work, and other terms and conditions of employment to encourage
or discourage membership in any labor organization; and (v) to discriminate against an
employee
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 ASSESSMENT OF THE
CURRENT STATE
As a matter of fact, the performance of the AMCB employees
can be rated as competent as to every department. You can really see
how they helped one another when difficulties come. AMCB is still
growing and expanding throughout Caraga Region and Davao
Region, and even I, as one of their employees, can recommend and
promote the products and services they offer. However, as I have
observed it has inconsistency and it needs to be addressed
immediately to have some improvements for the next newly hired
employees.

Let us identify and discuss the loopholes/weaknesses of the

inappropriate job description and its effects to their job
performance of AMCB Enterprises.

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 T H E F O L L O W I N G H AV E B E E N O B S E R V E D T O B E T H E
LOOPHOLES/WEAKNESSES OF THE AMCB ENTERPRISES
I N A P P R O P R I AT E J O B D E S C R I P T I O N A N D P R A C T I C E S F O R
EMPLOYEES:
A . I D E N T I F Y I N G T H E P E R F O R M A N C E O F T H E O R G A N I Z AT I O N O N
I N A P P R O P R I AT E J O B D E S C R I P T I O N A N D I T S E F F E C T S

WEAKNESS
AMCB Job description is out dated. The signed job
description does not compensate for their work load
after one to two months of training.
EFFECTS
Unclear, vague or confusing for the employees for they don’t
really know why change workload imediately.
Employees will certainly feel dismayed if they are just
looking for the salary only.
Possible it can lead to quitting.
Newly hired employees will not recommend the companies
performance when it comes on how to care employees
capacity.

AMCB hires multiple candidates for a specific job but  Hiring the wrong person for the job can have serious
after 2 months of trainning they pull out and assigned it consequences - not only can it compromise the morale of
to the other department that does not in line of what the rest of the team and affect the engagement of those
employees applying for. And guess what, its another set employees, but may increase levels of absenteeism, impact
of teaching. on customer service, reduce productivity and ultimately
affect the profitability.
 Unmotivated employees will result to find another job.
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 WEAKNESS
The head has poor coordination with
the co-employee, especially in the
human resource department.
Sometimes, they take it for granted,
maybe because they see employees as
robots.
Supervisor is always late to submit a  Employees in tshe HR Department
formal letter or just to inform the HR
Department when there is an
employee he wants to pull out or re-
assign.
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EFFECTS
 Can decrease productivity, complicate
processes and delay the completion of tasks.
 This poor practice can destroy company’s
image and services
 Many employees will resign.
 Surely employees will not recommend it to
those who want to attempt to apply in the
company.
will unmotivated.
 Some of the employees who do not
now what is wrong for this
performance will surely follow the
supervisors leadership.
 B. ACTUAL PERFORMANCE
WEAKNESS
AMCB can’t manage employees complain when it
comes to someones Job Description. They usually
based on out-dated Job Description.
The hiring process is satisfacory but along the way  HR team will feel worthless of their trainnings
of conducting trainnings, there will be changes
happen without the approval of the HR Head.
EFFECTS
 The concerned employees will be forced to maximize
their efforts in advertising the companys image.
 It will loss competitive candidates.
 Employees will feel unmotivated to go to work.
 Motivated employees will be unproductive with their
assigned tasks given.
 Employees will look down the standards of the
company.
conducted.
 Heads dont give time to their newly hired employees
to learn more which can also lead to discouragement.
 Employees who saw this kind of situation they will
imitate their performance from generation to
generation.
 It may result to incompetent and sometimes
problematic Office Staff.
 B. ACTUAL
PERFORMANCE
WEAKNESS EFFECTS
There are also cases that they return the employee to their speific  Employee lost their interest for another
designation according to the job they’re applying before. We are training to be render.
aware that supervisors has authority to re-assign employees as much  Some are willing to learn and adjust
as they want but it is hard for our part also to adjust and consume
organization standard to the point that they
another time to conduct orientation and training. We also understand
employees capacity according to their field of study. are so prods uctive and motivated to work.
 I’ve seen some are exchanging work loads
according to thier capacity.
 ASSESSMENT OF THE CURRENT
STATE
As a demonstration of the enumerated and discussed weakness of the
inappropriate job description , the profile of the employees of every
department of AMCB Enterprises revealed the large number of hired
employees who resign and continue their job in 2021-2022.
DEPARTMENT Number of Employee who already Number of Employee who continue
resigned in AMCB Enterprises their service in AMCB Enterprises
CARAGA
Accounting and Finance Department 11 14

Human Resource Department 5 9

Marketing and Advertising 9 7

Department
Sales Department 7 15

IT Department 5 3

Production Department 13 33
 THANK YOU FOR
LISTENING
Presented by:
CARL MARIEL M. BURDEOS

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