If you are looking for any of these projects, please call or whatsapp us on 08801944144

Project on Job Clarity

To be competitive in today’s increasingly complex and rapidly changing environment, organizations must retain personnel and promote the 
well-being of employees.
The aim of projecting the job clarity is to find out the necessity of the job requirement. Unless the employee knows required level of tasks or functions and responsibilities of their position to perform the job, they may not in a position to carry out the tasks effectively. Here, the role of job clarity takes importance. Therefore it requires the study of job description and job profile of an employee helps to know the person in depth role of functions of the job and other aspects in the job. After making thorough study of the job clarity, one can understand the position of their roles and responsibilities in their area and that helps them to perform their job efficiently and thereby improve the overall growth of the particular concern.
                     The organization has to lose heavily if the employees have not understood the job clarity and it may lead to waste of effort, time, money because people are not sufficiently clear about their responsibilities begin or end, or because they are ill equipped to carryout the responsibilities they have been given. How much frustration is caused when people are blamed for mistakes which occurred, not because of lack of application, but because of lack of clarity? Clarity is disambiguation. Clarity can refer to one’s ability to clearly visualize an object or concept. Job clarity was assessed for measuring the clarity of employees’ job responsibilities. 
A well defined organization structure with clear definition of job requirements will:

  • Help ensure that roles are redesigned and compensated appropriately;
  • Contribute to building an appropriate talent pool to fill job vacancies; and
  • Provide for carrier progression and advancement–important factors in talent recruitment and retention.

No comments:

Post a Comment