Job description Example
Job descriptions are a list of general functions, tasks, or responsibilities of a position. Usually, a job description will refer to an employee and to someone like a manager that they must report to on a daily basis. Other specifications in a typical job description include necessary qualifications expected by the person in the job, salary range for the position, etc… Job descriptions are usually created by conducting job analysis’ that include examining tasks needed to perform certain jobs. Most job descriptions take a certain area of knowledge or skill to perform the tasks at hand.
Job descriptions usually include several roles within in them as well. Sometimes an employee may be required to conduct more than one task at a time, or multi-task on a daily basis. This usually happens when employers are short handed or trying to cut back on hiring new employees. When this is the case, a job description becomes more important in determining what exactly is expected of the employee.
Typically, job descriptions are used especially for advertising to fill an open position, determining compensation and as a basis for performance. Performance reviews arise in many of these cases, and make these descriptions more important. Not everyone believes that job descriptions are highly useful. Numerous concerns about job descriptions that many people have include, that too often job descriptions are not worded in a manner such that the employee’s performance can be measured, and they end up serving as the basis for evaluation rather than performance.
The first step to protect ones self from a misleading job description is to gather the necessary information. Many managers make the mistake of writing the job descriptions for all the positions reporting to him or her, a mistake because most of the time, this is not the case. Many times an employee will have to report to an assistant or director rather than a manager. Some job sites have began to post job description questionnaires to ensure that jobs are being posted with correct attainable descriptions.
Competition has made job analysis an organizational consideration for businesses. Because human resources represent the largest cost item for most businesses, managers must have current information on all jobs in order to produce products and services efficiently. Laws, guidelines, and court decisions concerning equal employment opportunity make job analysis necessary. Many employers have to be very careful not to place employees in jobs based on discriminatory factors. Businesses have been careful on the issue of discrimination in employment practices. One way to defend employment practices is to prepare a job description for each employee.
Job descriptions are the most visible output for a company. A comprehensive job description develops from job analysis are used in selection, training, performance appraisal, and compensation. Writing job descriptions is one of the most important processes that any business establishes. It is also one of the most tedious, but one which must be done with care in order to reach the goals of equity and consistency. Additionally, because a job description must be updated more frequently in today’s high tech world, it is not a one-shot deal, but a process which must keep up with the changing responsibilities and skills necessary to perform the job.