best practices jdb ebook

7/23/2019 Best Practices Jdb eBook

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Why job descriptions arefoundational to your talent

management programs.

Job DescriptionsNot just a hiring tool anymore


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About Halogen SoftwareCase StudiesAnalysis | Recruiting | Performance | Compensation | Learning & Succession ResourcesIntroduction

Job descriptions Not just a hiring tool anymore 2015 Halogen Software Inc. All rights reserved.2 |

Table of contents

Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 3

Job descriptions

Job description analysis . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 6

Recruiting and onboarding. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 8

Performance management. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 10

Compensation. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 12

Learning and succession planning. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

Job description resources

Key questions for your organization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19

Job description resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 20

About Halogen Software. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 21


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Introduction



Whats in a job description?

According to businessdictionary.com, job descriptions are broad, general and

written statements of a specific job, based on the findings of a job analysis.

Descriptions generally include duties, purpose, responsibilities, scope,

and working conditions of a job along with the jobs title, and the name or

designation of the person to whom the employee reports.

But formal definition aside, job descriptions are more than a document to be

created, filed away and forgotten. They are (or should be) living, breathing

documents foundational to all your talent management programs from

recruitment and learning to performance evaluations to compensation and

succession planning.

The bottom line is that effective job descriptions will help you hire the

right people for the job and successfully manage the performance and

development of those already in the job. Additionally, job descriptions help

support and justify decision-making and compliance requirements under

laws and guidelines from legislative and regulatory bodies.

Job descriptions done right

Are a critical foundational component that supports all yourtalent management programs.

Introduction

PerformanceCompensation

Learning andSuccession

Recruiting

Job DescriptionAnalysis


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Introduction



A reluctance to get the job done

Despite the importance of job descriptions, many organizations currently donot link them to most of their talent management processes.

The reasons are varied, including:

People are overwhelmed at the thought ofupdating hundreds of job descriptions

Job descriptions are perceived as lacking

in validity (so why bother?)

Theres no central system in place tomaintain job descriptions

Leaders dont see job descriptions as akey component of an integrated talentmanagement strategy

But the fact is that ignoring job descriptions or not giving them the

attention they need is not a good talent management practice. Thats

because they form a strong foundation for recruitment, performance

evaluations, compensation, learning and succession planning.

How job descriptions define culture

Organizational culture encompasses values and behaviors that contribute tothe unique social and psychological environment of an organization.1

How do job descriptions relate to culture if at all? Although the role of job

descriptions is to articulate the minimum requirements not necessarily the

mission, vision and values that define a culture many organizations choose

to include core competencies or values on their job descriptions. This helps

to articulate the culture and define what it means to be a fit within the

organization. These are common elements that may be transferred to a job

posting because they help attract the right candidates to the organization.

1The Business Dictionary. Organizational culture. Accessed June 22, 2015


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Introduction



What youll learn in this book:

Discover why job descriptions play a fundamental role across your talentmanagement programs

Find out how you can adopt job description practices in your organization,using the Halogen TalentSpace suite

Read about companies whove adopted job description best practices

This eBook contains six sections:

Section 1: Job description analysis: Getting the jobdone right from the start

Section 2:Recruiting and onboarding

Section 3:Performance management

Section 4:Compensation

Section 5:Learning and succession planning

Section 6: Case studies Three companies that followbest-practice job description management

Now, lets get started...

If a job description is valid, it:

Defines clarity of the role both for the organization andthe employee

Defines relationships within an organization

Helps settle grievances

Prevents misunderstandings

Offers insight into the companys structure

Provides a basis to determine whether or not a personmay perform the job


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Job description analysis



Job description analysisGetting the job done right from the start

If your organization doesnt have job descriptions or theyre out of date,

a critical first step in the process is to do a job analysis.

Job analysis is a process for collecting information to help everyone in your

organization to fully understand and describe the duties and responsibilities

of a position as well as the knowledge, skills and abilities required to do the

job. The goal of a job analysis is to get a complete picture of the position

(i.e., what is done and how).

The job analysis process isnt just about establishing job requirements its

also the basis for your compensation strategy and critical to defensibility

around physical/mental requirements of the job. For example, some industries

have challenging working conditions, extreme physical requirements or

unusual requirements. Being able to articulate these requirements is critical.

Getting it wrong could be catastrophic in terms of workplace mishaps and

potential accidents down the road.

duties

responsibilities

knowledge

skills

abilities

}

When done effectively, this analysis provides the informationneeded for writing job descriptions. Types of data collected willvary by organization, however here are some examples:

Summary of duties (essential

and non-essential)

Details of most common duties

Supervisory responsibilities

Educational requirements

Special qualifications

Experience

Equipment/tools used

Frequency of supervision

Decision-making authority

Working conditions

Physical demands of the job


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Job description analysis



How to conduct a job analysis

Typically, there are three methods for conducting a job analysis:

Questionnaires Interviews Observation

Although questionnaires are the most popular, they can be difficult to

respond to, resulting in a lesser quality of information or not enough

information to build a solid, detailed job description.

Interviews can provide good insight into whats required for the job, but

its best to interview more than one individual to get a pool of responses so

information is not skewed.

The observation method can yield good information as well, but there is a

danger of personal bias, and likes and dislikes getting in the way of delivering

genuine results.

Often, a combination of methods can be particularly effective by bringing out

important hidden or overlooked information.

Whos responsible for creatingjob descriptions?

The best job descriptions are created not by HR alone, but in collaboration

with the various stakeholders who have a deep understanding of the

requirements for the role. This collaborative approach helps ensure

job descriptions accurately communicate roles, responsibilities and

accountabilities.

5 steps for conducting a job analysis

1. Identify the job(s) to be analyzed.

2. Determine the procedures to be used (methods)in collecting job data.

3. Implement the job analysis methods.

4. Review the data collected through job analysis.

5. Summarize and document the data collected.


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Recruiting and onboarding



Recruiting and onboardingUse job descriptions as a source of information for all of your talent acquisition activities.

When it comes to making important recruiting decisions, your mission is clear:

You want to ensure you have the right person for the right job.

Job descriptions help articulate the knowledge, skills, abilities, competencies

or other relevant job requirements that are necessary to find the right people.

As mentioned in the previous section, the best place to start is by conducting

job analysis.

A job analysis will help you understand the difference from one job from the

next and what is required in order to search and find the ideal person for the

role. Without collecting and capturing these details in a job description your

organization runs the risk of putting square pegs in round holes. This can

result in low productivity, job dissatisfaction, increased turnover, high training

costs, low engagement all those effects of not having clarity of role or the

right people in the right role.

Smoother recruiting

Job descriptions identify the knowledge, skills, experience and certifications,

and essential functions for a job that should be included in a job requisition.

This means that your job requisition/posting can more accurately reflect the

requirements of a role, and your recruiters can more easily identify suitable

candidates.

Further, job descriptions provide

a more solid foundation for

interview questions and clear

criteria for evaluating and

selecting the right candidate for

the job. Finally, job descriptions

can help assure selected

candidates that the job theyve

been interviewed and hired for

is the one that theyll do. They

also know, right from the start,

what they need to do to succeed

in the role, which takes some of

the uncertainty out of accepting

a new job.


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Recruiting and onboarding



Clarity of role and acceleratedonboarding

During the onboarding process, job descriptions facilitate that all-important

conversation between the manager and the employee, making sure that the

manager can explain the role, its connection to the business, expectations for

the role, and ultimately, from an acknowledgement standpoint. This clarity

of role ensures the new employee can become a valuable contributor to the

business faster.

Tip: Use best-practice templates

The best way to create and manage consistent, conciseand effective job descriptions is to start with best-practice job description templates. A well-designedtemplate ensures employees, managers, HR and theorganization overall get all the information they need,while making the associated tasks easier for everyone.

View and download these example job descriptiontemplatesto help you and your organization createbest-practice job descriptions.

Halogen Job Description Builder is designed to help you with

your talent acquisition process, but also benefits new employees

by providing them a job description when they start with the

organization. Additionally, the solution keeps a record of

sign-off/acknowledgement from the employee confirming,

Yes, I get my job. I understand what these requirements are,

and I have talked about them with my manager.

Using Halogen Job Description Builder with the rest of the

Halogen TalentSpace modules allows you to automatically

generate appraisals, assessments, and job requisitions based on

your job descriptions. Job requisitions can kick off onboarding

programs and learning paths for new employees.

With Halogens Job Description Builder youre never forced to

compromise and use one or more static templates for your job

descriptions. It allows you to configure as many custom job

description templates as you want and need. Include any

and all sections important to your organization.

Halogen Solution
http://www.halogensoftware.com/learn/forms-and-templates/job-description-templateshttp://www.halogensoftware.com/learn/forms-and-templates/job-description-templateshttp://www.halogensoftware.com/learn/forms-and-templates/job-description-templateshttp://www.halogensoftware.com/learn/forms-and-templates/job-description-templates


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Performance management



Performance managementOne of the keys to having an effective and valid employee performancemanagement process is to tie reviews directly to job descriptions

Job descriptions define the criteria that an employee will be evaluated

against. They should be used as input when creating performance appraisal

forms, establishing goals and assessing performance. The clarity they provide

managers and employees helps drive alignment, productivity, performance,

satisfaction and engagement.

Job descriptions help

provide a benchmark

that managers can use

to evaluate performance

and determine

appropriate learning

activities (training,

mentoring, etc.) to help

employees close any skill

gaps and ultimately drive

higher performance.

Eliminating unwelcome surprisesat annual review time

One of the more common complaints managers hear at annual performance

review time is that an employee is surprised maybe even completely blind-sided at the feedback or the ratings they receive. However, when done

effectively, performance management ensures that employees always know

exactly whats expected of them and that, when annual review time rolls

around, it will be without those surprises that can quickly turn a motivated

worker into a disengaged one.

Ongoing performance management along with a detailed job description

can help eliminate the surprises by artic ulating the duties/tasks an

employee is accountable for and the required behaviors to per form those

duties successfully.

These behaviors are defined, ingrained and measured in the organization

through competencies the observable and measurable knowledge, skill s,

abilities and attributes that lead to high-performance and success in a role or

in the organization. In other words, competencies are a way to describe how

work gets done.


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Performance management



Driving higher performance

Throughout the performance management process, which should be anongoing year-round activity, managers can compare job descriptions against

performance and goal progress to determine where skill/competency

shortfalls exist. With this insight, they can determine appropriate learning

training activities (training, mentoring, etc.) to help employees close those

gaps and ultimately drive higher performance.

To get a broader, fairer view of individual performance, try using 360-degree

feedback or multirater reviews. As part of the performance review process,

job-essential duties and competencies can be incorporated into 360-degree

feedback reviews. And important thing to remember that competencies

or duties included in the peer-to-peer evaluation be consistent with whats

being evaluated from a manager and employee perspective.

As part of the performancereview process, job-essentialduties and competenciescan be incorporated into360-degree feedback reviews.

With Halogen Job Description Bui lder, you can ensure that every job

description you create contains key core competencies that reinforce

your winning culture, align with your organizational values and drive

continued business success.

You can also automate the process of updating position descriptions

using a configurable workflow, and ensure your descriptions

include competencies, capture essential details and are current and

consistent across the organization. You can even have employeesregularly review and sign off their position descriptions, so they

clearly understand expectations.

Competency management lays the foundation for talent

management and is required for effective and successful

performance of a job or task. Halogen Job Description Builder

leverages a common competency library. You can link specific

sections in the job description to your employee performance

appraisal and competency assessment forms to create a common

language around performance.

When a change is made to a job description in Halogen Job

Description Builder, the corresponding performance appraisal

forms are automatically updated and when c hanges are made to

competencies, the job description is automatically updated. This

reduces work for HR and ensures employees are always evaluated on

the right skills and competencies.

Halogen Solution


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Compensation



CompensationUse job descriptions to ensure your organization fairly and accuratelymanages job classifications, merit matrix, pay decisions and benefit allocations.

Job descriptions make it easier for compensation teams to compare and

grade jobs fairly and consistently, and define appropriate salary scales,

making compensation more transparent and equitable.

A job description serves as a foundation for job evaluation, which is the

process of understanding the relative worth of jobs based on qualification

requirements, skills, knowledge and any other requirements. This underscoresthe importance of conducting a job analysis. See section 1: Job description

analysis: Getting the job done right from the start.

Without job analysis and a

well-crafted job description,

organizations can compromise

their total compensation

strategy, resulting in the

inability to maintain a

competitive edge in the labormarket (i.e., attracting, recruiting

and retaining top talent).

With Halogen Job Description Bui lder, you can establish a strong

Job Family and Job Level classification system that supports

your pay-for-performance program. Then, using Halogen

Compensation and Halogen Performance, you can suggest

compensation adjustments that adhere to the job classification

system and tightly link merit-based pay to accurate performance

evaluation and ratings.

Halogen Solution


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Learning and succession planning



Learning and succession planningUse job descriptions to define the competencies relevant to yourtalent pools and as a basis for learning and development

Having solid job descriptions can support stronger learning and development

programs in your organization. From a learning perspective, if you understand

expectations for a role and identify what gaps or different levels of

performance exist within you can determine suitable learning activities for

these competencies.

When it comes to employee learning and development,job descriptions benefit everyone across your organization:

Learning and development teams can define anddevelop a learning offering that meets the needs of theorganization, as well as learning paths for developmentand progression in a specific role and/or area

Managers can better identify and address their

employees performance gaps and learning needs

Employees can see what knowledge/skills/experience/certifications they require for success in their currentrole or need to develop to move into a new role

Closing gaps and making moves

Job descriptions and competencies provide clarity on what is required from

one role to another. For example, if communication is a key competency but a

skill gap exists, the next step should include determining training activities orkinds of learning paths that will help the employee build greater strength in

that competency.

From a leveling prospective,

if you know which communication

skills are required for an individual

contributor versus a supervisory

level, learning and development

can be focused on making those

connections and how to close

gaps in the current level and

move employees to the next level.

Activities for developing employees

could include formal training, on-

the-job training, mentoring and

other informal learning activities.


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Job descriptions also play an important role in succession planning. Because

job descriptions identify what a person needs to be successful in a key role/

area, they can help define the proficiency requirements for a talent pool.

For example, if youre looking to fill a specific position, having well-defined,

job-specific criteria in place will help you identify the strongest candidate.

Using job descriptions as your foundation enables you to build bench

strength and the have the talent ready via talent pools to jump into any

role at any time.

Onwards and upwards or outwards

For learning and development teams,job descriptions can be used to createcurricula or learning paths that supportcareer advancement. Job descriptions

also help employees and managerswith career and development planningand decisions about role changesand/or promotions.


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With Halogen Job Description Bui lder, providing job

transparency is simple. You can give employees and managers

online access to current and previously assigned job descriptions

and also make job descriptions accessible to the entire

organization through the Job Description Repository. For career

management purposes, Halogen Job Description Builder can

help employees uncover internal opportunities and encourage

internal mobility, resulting in more motivated and engaged

employees.

Halogen Job Description Builder integrates seamlessly with

Halogen Performance and Halogen Learning, which enables

you to link performance and learning management, measure

effectiveness and the impact on your organizations bottom line.

The benefit of transparency

When it comes to job description management, having a certain level oftransparency can be very important especially from a career development

perspective. Employees who are interested in another job within the

organization can see the requirements for the position, determine what

skills they lack, see what a learning path might look like and then have a

discussion with their manager.

Its essentially the same from a succession planning and talent pool

standpoint. Job descriptions that are comprehensive, transparent and

up-to-date, provide employees with insight into different areas of interest

they might want to explore further, and

even areas that they didnt know theywere interested in. Transparency in job

descriptions can help organizations gauge

employee interest or lack of interest in other

roles, which can lead to more effective

succession planning.

Halogen Solution


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Creating an environment that promotes learning and professional

development is central to the corporate culture at Bank of Oak Ridge, a

community bank with locations ac ross North Carolina. To foster those

values, the bank uses Halogen TalentSpace a cloud-based talent

management suite that links performance and development, and helps

them meet regulatory requirements.

An integral part of this solution is leveraging Halogen Job Description

Builder, a solution that ensures every role has a job description that

reflects the competencies needed to succeed in the role and also

be mapped to the banks performance and learning management

processes.

This means if there are performance gaps or training requirements that

need to be met, managers can discuss them with employees during

their meetings to review the employees performance and immediately

assign learning and training as needed.

Further, the ability to manage and update job descriptions from one

central, shared online repository provides c onsistency to the process.

And because employees always have access to the latest version of their

job descriptions, the system helps to ensure they are aware of their job

responsibilities.

For Ladd, Halogen Job Description Builder provides true value. When

a job description is c reated or updated, competencies are immediately

reflected in the employees appraisal form. Its seamless, centralized and

we dont have to think about it. We know it works, and the benefit is that

we know our job descriptions and talent management processes reflect

the culture and values of our organization as well as the critical job

specific competencies for each role.

Bank of Oakridge

Read the full Bank

of Oakridge story

Three companies that follow best-practice job description management Case Studies

With Halogen Job Description Builder,

we can ensure employees and new hires

have the right skills to succeed because the

associated competencies written into each

job description are automatically integrated

into our performance and learningmanagement processes.

Wanda Ladd, Director of Human Resources.
http://www.halogensoftware.com/customers/stories/bank-oak-ridgehttp://www.halogensoftware.com/customers/stories/bank-oak-ridgehttp://www.halogensoftware.com/customers/stories/bank-oak-ridgehttp://www.halogensoftware.com/customers/stories/bank-oak-ridgehttp://www.halogensoftware.com/customers/stories/bank-oak-ridgehttp://www.halogensoftware.com/customers/stories/bank-oak-ridge


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Methodist Hospitals is one of the best hospitals in Indiana, ranking 13th

overall out of 175 hospitals in 201314 (U.S. News & World Report Best

Hospitals). Its a not-for-profit, community-based healthcare system that

provides services to individuals who may not be able to pay for them.

As a safety net hospital, theyre always looking for ways to improve

efficiencies, while maintaining patient satisfaction.

A few years ago, Methodist Hospitals had hundreds of different

job descriptions stored in independent documents. There was no

consistency between the terminology used to describe job families or

competencies. This made searching job descriptions impossible, and

maintaining and updating them very time consuming.

Theres a big cost in terms of overhead and administrative burden

for every additional job description, says Ed Klein, Director of

Compensation, Benefits and HRIS.

Since the job descriptions were used as the basis for employee appraisalforms, the team at Methodist Hospitals found creating individual

appraisal forms for each job description overwhelming.

Back in the dark ages, we had to create an appraisal form for each of

our job descriptions so our 380 descriptions converted into an

additional 380 evaluation forms. I shudder when I think of the work

involved, says Klein.

Methodist Hospitals turned to Halogen Job Description Builder and

Halogen Performance to help digitize and manage their existing job

descriptions and seamlessly link them to appraisal forms.

The seamless connection between many job descriptions and the

organizations performance management process has helped the hospital

maximize its use of ongoing performance management processes.

Methodist Hospitals

Read the full Methodist

Hospitals story


Now I have one form that automatically pulls

in correct job descriptions, and through the

magic of Halogen, takes care of weighting and

scoring and aggregating important performance

management data.

Ed Klein, Director of Compensation, Benefits and HRIS
http://www.halogensoftware.com/customers/stories/methodist-hospitalshttp://www.halogensoftware.com/customers/stories/methodist-hospitalshttp://www.halogensoftware.com/customers/stories/methodist-hospitalshttp://www.halogensoftware.com/customers/stories/methodist-hospitalshttp://www.halogensoftware.com/customers/stories/methodist-hospitals


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Located in Huntington, West Virginia, Cabell Huntington cares for patients

from more than 29 counties throughout West Virginia, eastern Kentucky

and southern Ohio. Opened in 1956, it is also a teaching hospital and is

affiliated with Marshall University Schools of Medicine and Nursing.

When a new Vice-President of HR came on board, he reviewed existing

processes and identified areas for improvement. First, performanceappraisal rates need to be improved and the whole process re-evaluated.

Furthermore, most of the Hospitals paper-based job descriptions and

evaluation tools were outdated and, in most cases, not connected to

each other.

HR would send the necessary documents to managers who had

employee appraisals due. Often managers expressed how overwhelming

it was to deal with the piles of paper. Complaints aside, the HR team had

to keep unhappy managers on track, costing the hospital considerable

time and money.

Once the performance review process started, multiple hands had to

touch each paper appraisal form. With multiple copies of each appraisal

circulating, there was the potential for privacy and security issues.

As soon as appraisals were completed and approved they needed to be

archived. Our files were getting monstrous; we were simply running out

of space, said Michelle Getter, HR representative.

Since implementing Halogen TalentSpace for healthcare, Cabell

Huntington Hospital has been able to regulate which forms are used.

Before Halogen, the Hospital had six different forms in use. Some

appraisals contained goal sections or tied back to the job descriptions

while others did not.

Halogen has enabled the Hospital to achieve on-time employeeappraisal completion rates that meet or exceed Join Commission

requirements. The Hospital has also experienced significant savings as a

result of reducing time, effort and paper.

Cabell Huntington Hospital

Read the full Cabell

Huntington Hospitalstory


The main difference between what we were

doing on paper and what we are now doing

online is consistency. Everyone is using the same

basic form, though each of the 300 different forms

has been configured for a specific job.

Michelle Getter, HR representative
http://www.halogensoftware.com/customers/stories/cabell-huntington-hospitalhttp://www.halogensoftware.com/customers/stories/cabell-huntington-hospitalhttp://www.halogensoftware.com/customers/stories/cabell-huntington-hospitalhttp://www.halogensoftware.com/customers/stories/cabell-huntington-hospitalhttp://www.halogensoftware.com/customers/stories/cabell-huntington-hospital


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Do your job descriptions clearly communicate the minimum role requirements and expectations for each role?

Do all your employees have up-to-date job descriptions?

Do your job descriptions clearly identify what is required for employees to move from one role to another?

Do your job descriptions include the core, leadership and job-specific competencies that lead to high performance in your organization?

Are job descriptions considered a fundamental resource to aligning your talent management programs for recruitment, learning and

development, performance management, compensation and succession planning?

Do you review your jobs descriptions on a regular basis to ensure they reflect current job requirements? Do you do this af ter majororganizational change, a shift in the marketplace or other major business events that impact your jobs?

Key questions for your organization


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Job description resourcesHere are some additional resources that might be of interest to you:

To learn more about job descriptions,visit the Learnsection of the Halogen website.

Youll find How-To articles, webinars, whitepapers, forms andtemplates, at thejob descriptions center of excellence.

And become a regular reader of ourTalentSpace blog.

Job description templates: Use these templates as inspiration to helpyou and your organization create better job descriptions.

Article:The pivotal role job descriptions (should) play in your talentmanagement programs. Dr. Gordon Medlock explains the pivotal rolethat job descriptions should play in your talent management programs.

Infographic: Mission possible infographic.Get the visual on how youcan develop job descriptions that help drive performance.
http://www.halogensoftware.com/learnhttp://www.halogensoftware.com/learn/centers-of-excellence/job-descriptionshttp://www.halogensoftware.com/bloghttp://www.halogensoftware.com/bloghttp://www.halogensoftware.com/learn/forms-and-templates/job-description-templateshttp://www.halogensoftware.com/learn/how-to/the-pivotal-role-job-descriptions-should-play-in-your-talent-management-programshttp://www.halogensoftware.com/learn/how-to/the-pivotal-role-job-descriptions-should-play-in-your-talent-management-programshttp://www.halogensoftware.com/learn/how-to/the-pivotal-role-job-descriptions-should-play-in-your-talent-management-programshttp://www.halogensoftware.com/learn/infographics/job-descriptions-mission-possiblehttp://www.halogensoftware.com/learn/webinars/sculling-to-success-aligning-goals-for-business-resultshttp://www.halogensoftware.com/learn/infographics/job-descriptions-mission-possiblehttp://www.halogensoftware.com/learn/how-to/the-pivotal-role-job-descriptions-should-play-in-your-talent-management-programshttp://www.halogensoftware.com/learn/how-to/the-pivotal-role-job-descriptions-should-play-in-your-talent-management-programshttp://www.halogensoftware.com/learn/forms-and-templates/job-description-templateshttp://www.halogensoftware.com/bloghttp://www.halogensoftware.com/learn/centers-of-excellence/job-descriptionshttp://www.halogensoftware.com/learn


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About Halogen Software



Halogen Software offers an organically built cloud-based talent management suite that reinforces and drives higher employee performance across all talentprograms whether that is recruiting, performance management, learning and development, succession planning or compensation. With over 2,100 customers

worldwide, Halogen Software has been recognized as a market leader by major business analysts and has garnered the highest customer satisfaction ratings in

the industry. Halogen Softwares powerful, yet simple-to-use solutions, which also include industry-vertical editions, are used by organizations that want to build a

world-class workforce that is aligned, inspired and focused on delivering exceptional results.

Questions? Contact us!North America

Toll-free: 1 866 566 7778Direct: +1 613 270 [email protected]

Europe, Middle East, Africa

UK Freephone: 0800 587 4020NA Direct: +1 613 270 [email protected]

www.halogensoftware.co.uk

APAC

AU Toll-free: 1 800 048 060NA Direct: +1 613 270 [email protected]

About Halogen SoftwareWe hope youve found this resource valuable in your talent

management journey. At Halogen, our vision is to help

organizations like yours build a world-class workforce that is

aligned, engaged and delivering exceptional results. We know that

your people can be a sustainable competitive advantage.

If youd like to access the latest thinking on each of the talent

management facets discussed here, check out Halogens

TalentSpace Blog.

Free Trial Live Demo Product Tour

You can also stayconnected via all ofour social channels.

Join the conversation!

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O HJt!EEN' Be Brilliant:Strategic Talent Mngement

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