5 Critical Job Description Elements In Your New Normal
COVID-19 has changed just about everything we do from wearing a mask, to washing our hands more frequently, to socially distancing from others. But it has also presented us with an opportunity to redefine the way we describe a job, where it gets done, what is most important, how it gets measures, and how everyone’s job is connected to others within an organization. In this webinar, special guest Jed Lindholm highlights five critical elements that will help your organization create new energy in your company’s jobs by organizing job elements in a way that aligns your company’s mission to each person’s current and future job.
What you'll learn
The current business environment can be used to effectively change our understanding of jobs (creating a better new normal).
To build your company’s Vision/ Mission/Strategy statements into each job.
Use interpersonal competency as an element in job equity and career progression.
Highlight job descriptions as an operational tool to actively measure and communicate job performance that helps both the organization and its people.
Jed’s organizational behavior experience is shaped through 15+ years as a human resource leader. His experience includes work as a Change Agent, Director/Manager, and Internal and External Consultant. The consulting work he does through his company, HR Performance Possibilities, focuses on performance management, total rewards, HR analytics, and workplace learning, and his research and teaching experience includes the areas of organizational performance improvement, competency identification, and rewards management. Jed’s industry experience in human resources includes higher education, healthcare, hospitality, manufacturing, distribution and software where he has led projects auditing, designing and implementing total rewards programs, designing global job levels, building base and variable salary structures, developing compensation budgets, designing and developing sales compensation programs, and aligning performance management systems. He has extensive experience in developing and conducting workforce training programs in supervisor and manager training, communicating total rewards, and creating performance management systems. His clients have included public and privately held businesses, in for-profit and not-for-profit organizations.
Jed has published articles on competency modeling, leadership behavior, and measuring human resource programs. He has co-published two books on workplace competency and succession planning, and reviews articles for WorldatWork. His teaching experience includes work with Penn State and Clark Universities, and brings a global HR view from work in Israel, China, Singapore, and Poland.
They work with us - you should too!
“The Sierra Nevada Brewing Co. HR team is really happy to be JDXpert customers. We’ve finally found the platform we need to reduce complexity and achieve much-needed efficiencies in HR processes. Thanks, JDXpert, for solving so many issues!”
Lisa BentzSierra Nevada Brewing Co.
"In short, JDXpert has revolutionized what we do here every day. It’s changed and improved our processes for documenting, communicating, and assuring compliance at every stage. It’s simple to deploy, simple to use, and their customer support is second to none. If you don’t have a tool like this, you don’t know what you’re missing."
Brad RobinsonRite Aid
"We are so glad we went with JDXpert! For the first time in over 70 years, our organization is completely up-to-date with our job descriptions! And it only took a few months! This would have never been possible using our previous system. Thank you!”
Bonni EricksonMission Aviation Fellowship
"We have found a great partner in JDXpert to help us manage our job descriptions. JDXpert has the functionality we need: a centralized database, controlled access to end users, trackable workflows, and integration with our other HR systems. JDXpert is an intuitive system that our HR team and line managers can navigate through easily."
Eric B.Fortune 500 Energy Company
"The ability to customize the set up to accommodate the interface between our HRIS system as well as extract for use with other systems has been a big benefit to migrating to JDXpert. We were able to build in logic that flows between our systems and it is working well for us."
Laura JanigianValley Children’s Healthcare
JDXpert is easy to use. As an organization that was managing job descriptions manually, this has been a game changer. The hardest part was the implementation process due to our many unique processes and use of multiple systems. The team was extremely understanding and supportive. Now, we have the ability to manage several job descriptions at the same time without being overwhelmed. I am a very pleased with JDXpert.
Lisa RobinsonAnne Arundel County Public Schools
Our shift to JDXpert has provided us with a fresh, visually-appealing approach to job description management and consistency in our drafting process.
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