Overcoming Some of the Challenges Associated With Developing and Maintaining Job Descriptions.

What even are job descriptions?

The most basic function of Human Resources, job descriptions help describe the necessary functions of the job posting. They include information such as; job identification, job summary, task statements, the Knowledge Skill Ability Other characteristics (KSAO’s), physical demands, and working conditions. As simple as job descriptions may seem, there are surprisingly challenges that come with them to be cautious of.

Challenges

Some of the challenges associated with job descriptions include legal issues and being able to be reflecting the role itself. If a job description is poorly created, outdated, or unclear, an employee could potentially being able to have a case against you. Not only legal action is worrisome, but when employees don’t have a crystal clear idea of their job, it can lead to inefficient work and productivity.

““Having a bad job description is worse than [having] none at all,” asserts Tracy McCarthy, senior vice president of HR at SilkRoad, a talent management organization headquartered in Chicago.”

– Katherine Tyler, author of Job Worth Doing: Update Descriptions

Solutions

Some of the ways you can overcome bad job descriptions is to have a proper task be created. This would include an action verb, object of interest, and clarification of the conditions, equipment, and purpose. An example provided by Dr. Michele Swift is “Makes espresso drinks using espresso maker and other coffee equipment to serve customer drinks“. Another thing to keep in mind is to conduct an annual review of the job description. As time moves on, the job description could be completely different than what it was, especially with technological advances.

You can also use a variety of sources to get accurate job descriptions. Sources include the incumbent, the supervisor, and O*Net. By speaking with the incumbent, you can get a picture of what they do for their job. The supervisor is the best source of information regarding the importance of what the job entails. O*Net is the source of occupational data compiled by the U.S Department of Labor, and this resource is super helpful when you are starting or drafting the job description or when comparing them (Swift).

By reviewing the job description annually, having a proper task, and actively using the sources available, you can create an accurate job description, will help you steer clear of bad job descriptions

Citations

Swift, Michelle. “Week Four”, MGMT 453, 27 October 2024, Oregon State University, Class Lecture.