Bells and whistles make life great but sometimes you need to start with the basics. For this reason here’s a post about what I believe to be the fundamental tool of work and managing employees – the job description. It truly is a building block of human resource management.
In order to recruit, select, train/development, manage performance, and reward employees, you first have to be clear about what the job entails. A well-developed job description provides that information.
Job descriptions are based on information gathered via a job analysis. The job analysis process is basically taking a microscope to the job. Data are gathered from people who really know what the job entails (e.g., incumbents, supervisors) referred to as subject matter experts (SMEs). It happens via interviews, surveys, observation, and/or reviewing archival information.
Job analysis data boil down into the working document called the job description. Good job descriptions contain the job title, reporting relationships, a summary or overview of the job, the job tasks or what the job entails, and finally, the qualifications needed by the person performing the job. The qualifications, also called job specifications include knowledge, skills, abilities, education, experience, and any physical requirements. This information is used for (among other things) recruiting and selecting people for the job.
The US Department of Labor provides a resource for job analysis called O*NET free of charge. It is based on years of jobs’ research conducted by agencies of the US government. O*NET is also a great tool for career exploration.
Often I encounter companies that either don’t have up-to-date, accurate job descriptions or just don’t use their job descriptions. For some reason, the job description has developed a punitive, negative or uncool reputation. This I don’t understand. When I taught human resource management more than half of my students were employed. I would always ask how many had seen the job description for their job and, every time, only one or two people raised their hand. Really?
What a brilliant move it is to share with employees on their very first day clear information about what they are expected to do in the job. A comprehensive, well-developed job description provides that.
What a lost opportunity to make life easier for everyone and to set the foundation for effective employee performance when companies shun job descriptions.
Would love to know if and how your employer uses job descriptions. Share your thoughts in the comment section.
My goal is to write 30 blog posts in 30 days the month of September.
#30in30
Sometimes I feel like a broken record saying that self-awareness is the starting point for _____ development but it’s true. Fill in the blank with career, professional, management, or leadership because it applies to all.
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