Several strategies can be utilized within a business to overcome and mitigate the challenges associated with developing and maintaining job descriptions. The article “Job Worth Doing: Update Descriptions” by Kathryn Tyler on SHRM states that “job descriptions often aren’t viewed as living documents. Once completed, they may be relegated to dusty three-ring binders or long-unopened text documents” (Tyler 2013). As for the term “living documents”, the author implies that these documents should receive regular updates and maintenance to accurately reflect the responsibilities of each role. The article also suggests that job descriptions should be reviewed at least once a year. Legal consequences such as compliance issues with employees are also noted, emphasizing the importance of these updates and communication with HR.
If a business lacks the expertise to develop and maintain the job descriptions of all roles, it may consider hiring an external or third-party consultant or company. This will ensure the quality of the job descriptions and allow the organization to benefit from specialized knowledge and experience within the job analysis field. While the development and maintenance of job descriptions can present certain challenges within an organization, they can be effectively mitigated through regular updates of documentation and records. These job descriptions can be utilized for various HR functions such as recruitment, training, performance evaluations, and compensation. This multi-purpose use can enhance the perceived value of maintaining up-to-date- job descriptions and motivate the organization to invest the necessary time and resources. Overall, the maintenance of job descriptions is beneficial across all industries, reducing confusion and improving productivity, while also mitigating any potential legal risks.
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