Why Have a Job Description?

What is a job description?

Job descriptions are a way for an employer to forecast to the job seeking individual what the expectations are within the job and how well this job would suit an individual. Not only does it develop the understanding of each individual of what the job will entail but it also lets them know if they are going to be qualified enough to perform within this position instead of applying to a job that may be way out of their expertise. If the process is applied correctly it will outline the specific needs of the company within this position, narrowing down the application field and creating a structured environment for those already employed at this company.

Updated Description

Having an updated job description is crucial to the effectivity of this implementation. According to Kathryn Tyler, “Legal implications aside, “you aren’t operating your business as efficiently as possible” if you don’t keep job descriptions current, Kannisto says. “Job descriptions help with workforce planning. You can see how talent flows through the organization and holistically how it all fits together.” (Tyler) by understanding job descriptions from one employee to another it helps create a series of camaradery and efficiency within the work environment. Often a job description describes skills and trades that the employee has, where if the job description is out of date this can create a sense of confusion when an employee need the assistance of another that they thought was qualified to perform the task, when in reality it was a lack of updating a job description, and current abilities. Kathryn Tyler suggests that a job description should be updated every year at a minimum, in accordance with the employees annual review. This process keeps the documents fresh and updated.

Personal Experience

Thought working in the construction industry for the past few years I have seen series of dilemmas when it come to job descriptions, from hiring employees to current employees. Recently we have lost one of our employees in upper management which turn out to be a veery hard position to fill. Looking at the job description for his replacement I have noticed that they are pretty much trying to replace this man with an identical copy due to the incredible work he has done. I believe that when posting a job description for new hires to fill a existing position, employers need to compromise and create a flexible job description where they can asses the current knowledge and allow growth for the individual along the way, creating a trail for that person to fill those large shoes that are currently empty.

Conclusion

To conclude, I have learned that not having an outdated job description is worse than having no job description at all. Updated job descriptions are important to keeping the train on the tracks and running like a well oiled machine. A simple updated job description can lead to a smooth flowing environment and an enjoyable organization to be a part of.

Citations:

Tyler, Kathryn. “Job Worth Doing: Update Descriptions.” SHRM, SHRM, 11 Apr. 2018, https://www.shrm.org/hr-today/news/hr-magazine/Pages/0113-job-descriptions.aspx.