Job descriptions are like roadmaps that guide you to your specific destinations. Within a company, they allow the employees concerned to understand their role and how they fit into the organization’s vision and mission. Job descriptions point to the landmarks that employees must reach to come to the desired end results of their efforts within the gridlines of their duties. They define the employees’ speed, given the timeframe when they are supposed to finish a given task. Employees have roles to play and are made accountable for them through clear statements of duties in their job descriptions.

Job descriptions are tools for managers to measure the performance of their employees. The provide a clear set of structures that guarantee that the necessary planning, actions and execution of plans are carried out by specific individuals who have been delegated to accomplish them, with the necessary authority and access to resources. While job descriptions provide the stability to an employees’ position, job descriptions should have a built-in mode that allow their functions and responsibilities to be modified as dictated by the dynamic processes that go on within the business. This fact notwithstanding, job descriptions should also provide a way for the continuous assumption of roles regardless of how managers interpret what is stated in the job description. They should be no arbitrary interpretation that could manipulate the roles beyond the obvious and what is really done in practice.

Here are some basic steps to help you write a job description that reflects the realities of the position in your organization:

1. The first step is to determine the actual functions performed by the employee. You can do this through job analysis. You also need to establish the percentage of each function as they relate to the overall role played by the employee concerned.

2. Each function should have its corresponding duties. Duties are the activities the employees do in line with the performance of their job in a satisfactory manner. Duties can be objectively observed, seen or heard. They are not abstract concepts so avoid using words such as some, occasionally or frequently. You should use simple, specific and quantifiable statements that answer the what, how and why of each function. Determine when each duty must be performed such as daily or weekly, as the case may be.

3. Establish the required qualifications for the position. Include all the skills, abilities and knowledge an applicant should have in order to be considered for the job. These qualifications must be directly tied to the performance of duties.

4. Special demands, including anything to do with the physical capabilities of the candidate or where the job is performed must be stated in the job description.

5. You must include a summary statement that includes a brief overview of the job and the amount of supervision that the position receives from the manager.

Job descriptions are far from being operating manuals of a position. They are should not be copious tomes that would gather dust in the shelves of your office. They should be treated as dynamic documents that help your company reach its goals.

Author Bio: Loren Yadeski, author of this article is also interested in job descriptions and recommends you to please check out best job descriptions if you liked reading this information.

Category: Career
Keywords: Job Description, Job Descriptions, Job, Description