Prior to this week’s discussion I viewed job descriptions as administrative documents, something made when you were hired and tossed away or never really revisited. Although learning about analysis in this class, shows me the importance for seeing employee performance, engagement, and organizational effectiveness.
One of the major challenges for maintaining job descriptions is the job is constantly changing. Companies grow, adopt new technologies, respond to the economy differently, and the responsibilities of workers shift. This means that if job descriptions aren’t constantly updated, it doesn’t represent what is actually happening. This can lead to frustration amongst employees and supervisors for unclear expectations. Take it from Kathryn Tyler when she says that job descriptions should be treated as living documents rather than static paperwork (Tyler, 2013). Again, reiterating that these should be updated consistently otherwise they lose their importance.
Another challenge to mention is gathering accurate information about what a job actually involves. Typically, job descriptions written by human resource professionals are removed from their daily task or role. These human resources departments can create incomplete, inaccurate, or unrealistic job descriptions. One solution to this problem is using job analysis. Job analysis helps collect information from multiple sources: employees, supervisors, etc., and direct observation. Ultimately, involving employees in this process for accurate job descriptions is critical.
A strategy to note is using the KSAO framework. Using KSAO you can separate the job tasks from knowledge, skills, abilities, and other characteristics required. The human resource department creates clearer and flexible job descriptions with this strategy. Ultimately this approach ensures that job descriptions focus on what matters for success in the company rather than tasks.
Ultimately, a company needs to ensure that they have clear reviews and job descriptions. Updating them annually or during performance reviews is critical and useful for a company. This helps ensure that they are relevant and useful for hiring, performance management, and compensation. Again, if job descriptions are maintained properly, they can support clarity, fairness, and stronger employee engagement within the company.
References:
Tyler, Kathryn. “Job Worth Doing: Update Descriptions.”SHRM, 1 Jan. 2013, www.shrm.org/topics-tools/news/hr-magazine/job-worth-update-descriptions. Accessed 28 Jan. 2026.
