Job descriptions are a great tool that any company you work for can provide you. They help with demonstrating what the duties are, what is expected of the employee, location, and overall essentials to the new position( lecture)

I would say the most challenging thing about job descriptions is updating them. Job descriptions should be updated at least once a year, but finding time to do it can be troublesome(Tyler 2013).  Not updating the job descriptions can lead to law suits and a very low company morale. One way I would combate this is assigning this task as a groups job. Certain members of The human resource department can be assigned to look over all the job descriptions and make sure they are up to date with the current needs of the position. When a job description is updated, it should then be presented to the employee of that job to let them know what is the same and new in the updated version. This will eliminate anybody fighting that they weren’t aware a change had gone into affect.

From my personal experience with the state agencies, the job descriptions I felt were always been updated. They would send out a survey twice a year with suggestions of work one might be doing that could be added, or wording that is not precise or maybe a little too precise. Those suggestions then would be implemented into the next updated version of the job description. The state also stated the estimated rate of pay, and that always needs to be adjusted whenever we receive a COLA ( cost of living adjustment) so they would adjust those in the new version of job descriptions posted for us. I found that updated them on a set schedule really helped employees feel as thought they were contributing to what their position entails.

reference:

Tyler, K.( 2013) Job worth doing. SHRM. DOI: https://www.shrm.org/hr-today/news/hr-magazine/Pages/0113-job-descriptions.aspx