Challenges Associated with Developing and Maintaining Job Descriptions

After reading this week’s learning materials, descriptions I have found that there are many challenges associated with creating job descriptions. While my only experience with this is the special decision, we did on this week’s simulations I have still learned a lot about it. I have learned that having current job descriptions help with many things in your company. It helps employees understand all of their responsibilities and duties they are expected to preform. It is also very helpful to have job descriptions for people applying to open jobs. This makes it clear to them what they will be doing so they can decide if it would be a good fit. Doing a job analysis also helps with the compensation administration. This means that by evaluating these jobs companies will be able to determine which jobs deserve higher pay than other jobs. Job analyses are also helpful for job design, recruiting and selection, compensation administration, performance management, training and development, and legal defense. A good place to start when creating job descriptions is having a job analysis. Job analysis is an essential HR function that analysis the work and the employee characteristics needed to perform the work successfully. This will include analyzing the tasks, duties, and responsibilities associated with jobs, the personal qualifications needed to perform the jobs, the conditions under which the work is performed, and the reporting structure associated with the job. Some methods for this are doing interviews, observations, questionnaires, and diaries.