The goal of a job descriptions is to outline the responsibilities, requirements, and expectations of a role to attract suitable candidates which allows companies to reference for performance, accountability, and legal compliance.
However, job descriptions are not set in stone, they’re dynamic. From personal experience, when I was hired as a delivery coordinator, I found myself doing tasks that weren’t listed in the job description, which felt discouraging. At the same time, some responsibilities listed in the description were no longer part of my role. This misalignment can be demotivating and confusing. As the SHRM article “Job Worth Doing: Update Descriptions” emphasizes, outdated job descriptions can hinder performance evaluations, compliance efforts, and even employee morale (Tyler, 2013). Regularly updating them ensures they reflect current responsibilities and evolving business needs. When employees understand what’s expected of them, they’re more likely to feel confident and engaged in their work.
During the process of learning about job analysis and workforce planning made me reflect on the prior jobs I’ve had. From what I’ve seen, a lot of companies don’t pay much attention to job descriptions once someone is hired. But this is actually a really important part of the employee experience and should matter to employers too. A good job description affects not just hiring, but also how people get trained, how much they’re paid, how their work is reviewed, and how the company plans for the future (Tyler, 2013).
This helped me see how useful job descriptions can be when they’re done right. For employees, they give a clear picture of what’s expected and help the employes feel more confident in their roles. Something I’ve recommended, from where I work, and saw on the lectures is too review job descriptions during yearly performance reviews or when someone leaves a job (Lecture 1 – Job Analysis), helps refresh both the employer and employee but also allows for changes to be made.