In a world full of HR, job descriptions play a behind-the-scenes role that quietly guide everything, from recruitment to performance evaluations. With this noted, their importance can’t be overstated. As Jill Bidwell, a senior HR generalist at Sauer-Danfoss, puts it, job descriptions are the “mother of all HR Processes.” Yet lots of companies struggle with developing and/or maintaining them.
A personal experience I had with job descriptions that lots of people experience is where the job description is not updated. This resulted in me doing a lot more than I should be doing because people kept delegating work to me which wasn’t within my job description. While I know this doesn’t always have to do with the problem of job descriptions but also with the management there are relations between the two.
To overcome these challenges there are some approaches that I feel would benefit organizations short and long term. First, companies need to recognize the value of job descriptions by using them to inform recruitment, performance management and how to successfully compensate employees. In “Job Worth Doing: Update Descriptions” Bidwell adds that “is important to review the job description and not just match the description to the person currently doing the job.” Secondly, they need to be reviewed so that they are able to be updated. Annually is a a good standard and can be done during the employee yearly reviews so that they can give helpful insight to update the descriptions.
Overall job descriptions that drive success within a company. Organizations can empower employees to thrive in there roles and feel successful at what they are doing. Not only does it keep companies organized but it enhances efficiency.
