Anecdotally, the biggest challenge I’ve seen in developing and maintaining job descriptions is accurately describing the actual tasks of the job. My primary work experience had been in the medical field, providing care for a variety of patients. In each position I held, the job description was very different from the required daily tasks. There was usually an expectation for employees to go above what was requested of them during the interview and offer process. Because of limited staff, there was no emphasis on job simplification. This left a few staff members to do many daily tasks and labor. This created a lot of frustration, and at times caused me to quit positions.
A major challenge in developing job descriptions is editing the description to match updated job analyses. Another challenge is matching the KSAO to the required level for the job, not under-requiring or over-requiring knowledge, skill, ability, and other characteristics. Paying special attention to job specialization can accurately predict the needed KSAOs and job tasks. This not only increases efficiency within the position but also establishes employee expectations for the position. This can in turn lower turnover and increase morale. Job descriptions, “Can be used to determine performance areas where training and development would be needed when your expectations or requirements are not being met”. So, job specialization assists both the employer and assists the employee. Updated training can help employees meet employer expectations and better match employee performance to well-planned job descriptions.
Why do job descriptions matter? CFIB. (n.d.). Retrieved October 21, 2022, from https://www.cfib-fcei.ca/en/tools-resources/human-resources/why-do-job-descriptions-matter#:~:text=Having%20a%20clear%20job%20description,requirements%20are%20not%20being%20met
