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In today’s day and age where specialization and looking for specific talents is becoming common ground. An accurate job description can really accelerate the process of finding the right person as seen in First, Break All The Rules What The World’s Greatest Managers Do Differently. This is the reason that a good HR team that understands the company needs to examine each job and explain what it takes to accomplish it. This would involve looking at the talents of people and matching those talents with the correct job. Theoretically if the job description is accurate than a person who excels or is generally good with that type of job would apply to it.A description I looked at personally was back when I did Wildland Firefighting and I understood what I was going into just looking at the job posting. The reason was that the main difficulties of the job as well as the benefits we’re posted. From the description alone I knew it was going to be a heavy manual labor job, that it took place outside, that I wouldn’t be back home often, and that it involved camping onsite. This apt description helped me get prepared and not be surprised once I found myself doing the work.
Inadequate descriptions need to be updated over time. While this risks decreasing the morale of some employees and reducing their confidence in the company. The clarity employees get from good job descriptions greatly outweighs this risk. It’s much easier for employees to advance when they have access to explicit standards and objectives. This is supported in Job Worth Doing: Update Descriptions when Bidell states, “Ideally, what is put in the job description can create a job posting and performance goals. It walks into a development plan for training you need. From a rewards perspective, it helps us benchmark other jobs…” Even if the costs didn’t pay off in efficiency, a prevention of lawsuits would be cost effective and save the company a lot of money.
It also outlines the dangers and nuances of the job, so that each employee is equipped with common risks and duties associated with that position, mitigating potential legal allegations towards the company.
Citations:
Gallup Press. (2016). First, break all the rules: What the world’s greatest managers do differently.
Tyler, K. (2018, April 11). Job worth doing: Update descriptions.
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In today’s day and age where specialization and looking for specific talents is becoming common ground. An accurate job description can really accelerate the process of finding the right person as seen in First, Break All The Rules What The World’s Greatest Managers Do Differently. This is the reason that a good HR team that understands the company needs to examine each job and explain what it takes to accomplish it. This would involve looking at the talents of people and matching those talents with the correct job. Theoretically if the job description is accurate than a person who excels or is generally good with that type of job would apply to it.A description I looked at personally was back when I did Wildland Firefighting and I understood what I was going into just looking at the job posting. The reason was that the main difficulties of the job as well as the benefits we’re posted. From the description alone I knew it was going to be a heavy manual labor job, that it took place outside, that I wouldn’t be back home often, and that it involved camping onsite. This apt description helped me get prepared and not be surprised once I found myself doing the work.
Inadequate descriptions need to be updated over time. While this risks decreasing the morale of some employees and reducing their confidence in the company. The clarity employees get from good job descriptions greatly outweighs this risk. It’s much easier for employees to advance when they have access to explicit standards and objectives. This is supported in Job Worth Doing: Update Descriptions when Bidell states, “Ideally, what is put in the job description can create a job posting and performance goals. It walks into a development plan for training you need. From a rewards perspective, it helps us benchmark other jobs…” Even if the costs didn’t pay off in efficiency, a prevention of lawsuits would be cost effective and save the company a lot of money.
It also outlines the dangers and nuances of the job, so that each employee is equipped with common risks and duties associated with that position, mitigating potential legal allegations towards the company.
Citations:
Gallup Press. (2016). First, break all the rules: What the world’s greatest managers do differently.
Tyler, K. (2018, April 11). Job worth doing: Update descriptions.