There is no doubt that as a company’s HR, job analysis and job description are extremely important. Employees have the best understanding of the scope and scale of the work as participants in different jobs. For managers, creating and maintaining job descriptions are conducive to keeping the latest status of the job description. As part of the performance management process, the company always keeps the most complete, comprehensive, and accurate understanding of different positions so that HR can evaluate the company’s talents and make adjustments. HR professionals, for their part, can take advantage of the constantly updated job description to review the job description and better define how it fits into the larger organization and the organization’s legal obligations.

From the perspective of the function and process of establishing a good job description for employees of different positions in the company, they also face many challenges in making and using the job description for job analysis. As Kathryn Tyler points out in this article, job descriptions must keep up to date. But it’s unrealistic to have people at different company levels work for a short period to update the job description. Therefore, the job description must be a long-term continuous updating process, not overnight.

In addition, during this process, HR needs to keep an open line of communication with employees so that they can understand the changes that have occurred, the reasons for them, and anticipate the possible direction of development for a particular position. However, in some cases, there may be a mismatch between an employee’s job description and their daily tasks, which HR may not necessarily know directly on the job. On the one hand, the manager needs to be heard to determine whether the situation is actual. On the other hand, it is essential to pay attention to the needs of employees. When HR receives requests from employees to review job descriptions, it should not ignore them but verify them. In this way, it is possible to use the job description to analyze the job better, maximize the retention of the company’s talent, and promote the company’s better development.

Source:

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.