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Comparing Job Descriptions

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After you create a new education program for inmates without a high-school diploma, it is time to consider staff-related tasks. Staff-related tasks may include issues such as job descriptions, required skills, and training. Consider the following job descriptions of the staff members:

Job Description 1

Assist individuals in a correctional environment to take the GED examination.

Job Description 2

Prepare incarcerated inmates to pass a GED examination. Must have a Master's degree.

Job Description 3

Successfully teach correctional inmates in five subject areas covered by the GED examination—Writing, Math, Reading, Science, and Social Studies. Must possess a state Teaching Certificate, preferably in Adult Education, in order to qualify for the position.

Analyze the job descriptions above. Compare and critique all three job descriptions. Which description is the best? Why?

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Solution Preview

Description 1 is too ambiguous and without details about the job, the expectations, or the value of the work. The second description is better, but just barely. Not sure what the Master's degree is needed for, or in what subject areas. It is again, too general for a job description. ...

Solution Summary

Compare three job descriptions then choose the best one.

Similar Posting

Compensation and Benefits

You are the Director of Compensation and Benefits for Lansing-Smith Corporation, a 6-month old sales and service organization that currently has a workforce of 150 employees. You recently joined the organization when the Vice President of Operations decided to move the Compensation and Benefits function out of the Accounting Department, into a separate function. From your own observations you have identified several areas in need of review, redesign or development, including projects such as an audit of current pay plans to ensure they are aligned with federal regulations, an analysis of various pay plans to assess which plans will provide maximum benefit for Lansing-Smith, extensive job analyses to ensure a solid understanding of each position, job evaluations to determine the worth of the positions, consideration of various incentive plan designs to identify a plan that effectively drives individual and group performance to achieve production goals and research, development, communication and management training for a company-wide performance appraisal process.

You are dedicated to developing compensation and benefit practices that are motivating and empowering for employees. You are confident that with well-developed programs and practices, employees will be motivated to perform at higher levels, thereby driving overall company performance.


Details: As the Director of Compensation and Benefits for your company, you have been given the responsibility to conduct an extensive compensation review and analysis for your growing organization. You are doing so in concert with a committee you have formed. Your findings and recommendations will be presented for final approval to the CEO.

First, study the following Job-analysis.net (http://www.job-analysis.net), which is an extensive site with information on job analysis, job evaluation, legal issues and a variety of related information.

Group Portion: Choose a group leader and discuss and come to a consensus on the following points, and on the format and theme of your presentation:

The type of job analysis you will conduct and why you believe that approach is best.
The method of job evaluation you will use and how you feel it will provide the most reliable data.
Ensuring internal and external pay equity
Consideration of legal issues
Compensation structure recommendation.

Any help and suggestions will be much appreciated. Thank you.

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