Human resources expert Teri Morning will share specific steps you can follow to describe management and professional jobs accurately. You will learn how to use descriptions to drive outcomes.
Topics Covered:
- What should an outcome-focused job description include?
- How can you use a standard job description format for management positions?
- How do regular and outcome-focused job descriptions differ?
- What language should you include about staff development?
- What FLSA language will justify exempt status?
Training Overview
Can’t hire fast enough? Maybe your job descriptions don’t focus on outcomes. Discover specific changes to incorporate now.
You hire, promote, and reward professionals to reach successful outcomes. A marketing VP does not need a task list. Yet, employers often continue to give senior staff job descriptions that are better suited to entry-level positions.
An outcome-focused job description clearly explains expected results, key relationships, soft skills, and performance requirements. Supervisors’ responsibilities must include team development.
For upper-level positions, focusing on the wrong priorities causes bigger problems faster and affects subordinate employees who are steered toward the wrong priorities. You need to adapt your job descriptions.
- What should an outcome-focused job description include?
- How can you use a standard job description format for management positions?
- How do regular and outcome-focused job descriptions differ?
- What language should you include about staff development?
- What FLSA language will justify exempt status?
Who Should Attend?
- Human resources professionals
- Small business owners
- Plant managers
- Hiring managers
- Location managers
- Division supervisors
- Management
- Compensation staff
Expert Presenter
Teri Morning
- Specializes in solving company people problems and providing big company style HR service to small business
- Over 20 years of experience in human resources and training
- Certified in mediation skills, project management, and IT management
- Myers-Briggs practitioner
- Has held the PHR, SPHR, SPHR-CA, and SHRM-SCP certifications
- Master’s degree in human resource development with a specialization in conflict management
- MBA
Credits
- This program has been approved for 1.5 general recertification credit hours toward PHR, SPHR, and GPHR recertification through the HR Certification Institute.
- This program is valid for 1.5 PDCs for the SHRM-CP or SHRM-SCP.
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