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October 21, 2022
When reflecting on the critical points and the challenges of job descriptions, we are able to see how job descriptions really help companies in the long run. Is it very interesting how a document can give so much information that can make fresh employees preform better and increase dedication to the job. Updating job descriptions may be “the last thing on the list to tackle because there are so many other issues that require HR’s time and attention” said by Cathy Maddox, yet it is very critical in the hiring process.
“Having a bad job description is worse than having none at all” was said by Tracy McCarthy and this is true when having non up-to-date job descriptions. When you don’t have a up-to-date job description, it becomes very difficult for an employee to know what is expected of someone and for a manger to provide an accurate and effective appraisal. Also, if you don’t have an up-to-date job description, employment claims and legal implications against you can be very damaging.
There can be many challenges that come with job descriptions that include observing and having strong communication about changes that are made in the company. Communicating with the team is very critical when it comes to having an up-to-date job description especially in bigger firms because everyone has different roles. Kannisto explains that the goal isn’t to build a job description around an individual. If an individual’s skill set is higher than the job description, then this is when they should have a talk with management about moving up positions rather than editing the job description that matches the person. There are lots of discussion when it comes to job description and we rely on them quite often. The key point is that updating job descriptions regularly is very important even when it seems like it isn’t that important.
Tyler, Kathryn. “Job Worth Doing: Update Descriptions.” SHRM, SHRM, 1 Jan. 2013, www.shrm.org/hr-today/news/hr-magazine/pages/0113-job-descriptions.aspx.