Q. Why is JDXpert by HRTMS Different? Better? A. Our collaborative, content driven approach has re-defined job description management. Other products are either stuck in an old paradigm or trying to catch up.
Q. What is a job description? A. A loaded question… Most folks think of a job description as the portion of a job description that is used by recruiters but we think of them in a broader sense. If you’re going to get people to focus on a job description, why not spend a little more time and get all the information about a job. The bottom line is this: you can’t find the best people to hire, identify and reward top performers or help those that are struggling in a job unless you fully understand what that job entails. You need to understand the importance of each job in your organization and how it relates to the same job in other organizations. JDXpert provides a repository and a set of tools to expand the conversation with stakeholder about a job to include everything you must have. From qualifications to Job level competencies, market data to FLSA and ADA determination info, you can have it all, and have it accurate to grow and protect your business.
Q: I have all my job descriptions in Word. How challenging will it be to get them into JDXpert? A: You have two choices, we can convert them for you or you can do it yourself. If your job descriptions are not up to date, you’ll likely go through a stakeholder revision process after you convert the job descriptions anyway, but the choice is yours.
Q. Can I control who is allowed to see or edit specific data within a Job Description? A: You can control who can see and who can update each piece of data on job descriptions. You even have multiple profiles that control the printing of different versions of job descriptions for stakeholder acting in different roles.
Q. How can I control who signs off on Job Descriptions? A. You can set up a simple workflow between managers and HR or you can have multi-step workflows that allow indirect managers, recruiters, HR Generalist, or Compensation, to contribute to and approve Job Descriptions. Each role in the process can have access only to the data relevant for them. Workflow steps can be set for one approver at a time or you can allow multiple stakeholders to collaborate on Job Descriptions at one time.
Q. Can I see past versions of Job Descriptions? A. JDXpert , not only allows you to see all version of job descriptions, but using our “track changes” model you can actually see what the difference is between Job Descriptions. You can see which changes were made when, you can roll back to any archived version, view documents that were attached to them and you can even see which employees were in jobs at a point in time.
Q. Can I document physical demands and working conditions for ADA protection? A. Yes, we have standard models that you can use to capture this info or you can adapt job descriptions to your specific needs.
Q. I have market data and other compensation related data, can I track this info as well? A. Yes absolutely. Compensation is key to the jobs process. Not only can you store market data and salary range information, you also gather important information for FLSA and ADA Determination, financial impact, budget responsibilities and more. Compensation can have line of sight visibility to all jobs and you can use JDXpert as a central repository for all job related compensation data.
Q. Can managers make changes to job descriptions without notifying HR or create new ones on their own? A: Absolutely not. Managers can only edit job descriptions when HR or other stakeholders decide it is appropriate and managers can only see and edit the portion of job descriptions that HR allow them to. Managers can request new job descriptions either by changing or augmenting an existing job description or by completing a questionnaire designed by HR and then sending it to the HR administrator. The edits made by managers to any job description, new or existing, are not made part of the final job description until they are incrementally approved by the HR administrator.
Q: Is it possible to have both an internal and external version of the job description for the same job code? A: Yes. You can control which portions of the job description are visible to each user by role or other credentials. You can even develop a public version that is available to an applicant tracking system, job seekers or recruiters.
Q: Does JDXpert come with content to help managers write job descriptions? A: JDXpert comes with detailed content for 1100 job families. Stakeholders can look up descriptions, tasks, work activities, qualifications and many other attributes to help in the writing of Job descriptions. As you use the tool the job descriptions you add are also searched so you can leverage this new content for similar jobs in your organization. Default content can also be organized into pro forma Job Descriptions if you desire.
Q: Are job descriptions used in the performance process? A: Yes. Employees and managers can view any job description from within performance reviews. They can save them or print them and you can even insist that employees sign off on their job descriptions. Further, competencies captured in the job description automatically ripple through to the performance reviews. And as jobs are updated the reviews automatically reflect those changes.
Q: If I have to make a general change that affects many or even all Job Descriptions, do I have to make that change to all of them independently? A: No. JDXpert provides many features to support re-use of components. Reusable competency groups can be set up centrally and reused by many job descriptions. For example everyone in a department can share a set of competencies or incumbents in a general type of position (like a nurse). Changes to these centralized sets automatically ripple through to all Job descriptions that use them. The same type of functionality is available for lists of qualifications, physical demands and other job attributes as well. JDXpert also has mass change capabilities that allow you export jobs or components of jobs, massage the results and re-import them changing many jobs at one time.
Q: After we purchase the system do you offer assistance in “Best Practices” for Job Descriptions? A: Yes. Our consultants had deep experience not only with Job Descriptions but with all areas of Talent Management and HR. We’re happy to offer that experience to you to help you, not only with job descriptions, but to optimize your talent management and processes as well.