Hiring Employees - An Essential Interviewing Tool - Job Descriptions
An Essential Interviewing Tool - Job Descriptions
Job Descriptions are a vital tool for interviewing if they are designed the right way. They need to be simple, clear and flexible.
By: Peter Mitchell
Job Descriptions are a vital tool for interviewing if they are designed the right way. They need to be simple, clear and flexible.
By: Peter Mitchell
Usually, job descriptions have little value because they are complex and have been designed to cover every possible situation. Furthermore, they are complicated because they have been written in such a way that wages and salaries are set from them. A job description should be just that and shouldn't have multiple uses.
We live in a world of change. Everything is changing and in the workplace changes are accelerating. Because of all this change, it makes sound sense to have job descriptions that can be changed easily. Because it is a valuable management tool, it must meet the demands of our dynamic workplace by being simple, clear and flexible.
If you think about your job, you will realize that within your job there are a number of key tasks. Unless these key tasks produce results there is no success in the job. Each of those key tasks will have an expected result and somewhere within the business there will be information that records that expected result. It might be in the form of a sales report, a financial report such as a profit and loss statement, a bank statement or production report.
It makes sense to have job descriptions that comprise these three elements.
·Key Tasks.
·Expected Results.
·Information on the expected results.
The easiest way of writing a job description is to have three columns. The left-hand side contains the key tasks, the middle one has the expected results and the right hand side has the information about the results.
It is easy to see that job descriptions can be of greatest value when they are written in this fashion.
It is good economic management practice to create job descriptions throughout any business for a number of reasons. Here are five of them.
One, it lets the people doing the job understand the results that are expected from their efforts.
Two, a good job description introduces subjects for discussion between the person and the supervisor or manager.
Three, it gives the basis for measuring results as well as the opportunity for performance feedback.
Four, it helps the employee and the manager to assess progress against the expected results.
Five, it gives a guide for letting people know how they are getting along, not just at appraisal time but also throughout the year.
Plenty of research from around the world shows that staff members with clear goals and objectives have more pride in their work, are more productive and are engaged in their jobs. Furthermore, they are much more fulfilled and contribute to their jobs willingly.
We live in a world of change. Everything is changing and in the workplace changes are accelerating. Because of all this change, it makes sound sense to have job descriptions that can be changed easily. Because it is a valuable management tool, it must meet the demands of our dynamic workplace by being simple, clear and flexible.
If you think about your job, you will realize that within your job there are a number of key tasks. Unless these key tasks produce results there is no success in the job. Each of those key tasks will have an expected result and somewhere within the business there will be information that records that expected result. It might be in the form of a sales report, a financial report such as a profit and loss statement, a bank statement or production report.
It makes sense to have job descriptions that comprise these three elements.
·Key Tasks.
·Expected Results.
·Information on the expected results.
The easiest way of writing a job description is to have three columns. The left-hand side contains the key tasks, the middle one has the expected results and the right hand side has the information about the results.
It is easy to see that job descriptions can be of greatest value when they are written in this fashion.
It is good economic management practice to create job descriptions throughout any business for a number of reasons. Here are five of them.
One, it lets the people doing the job understand the results that are expected from their efforts.
Two, a good job description introduces subjects for discussion between the person and the supervisor or manager.
Three, it gives the basis for measuring results as well as the opportunity for performance feedback.
Four, it helps the employee and the manager to assess progress against the expected results.
Five, it gives a guide for letting people know how they are getting along, not just at appraisal time but also throughout the year.
Plenty of research from around the world shows that staff members with clear goals and objectives have more pride in their work, are more productive and are engaged in their jobs. Furthermore, they are much more fulfilled and contribute to their jobs willingly.
Read More Great Human Resources Articles
Peter Mitchell is a business consultant who has helped many businesses to lift their labor productivity in the workplace at little or low cost. His practical guide The Key To Productivity should be on every manager's desk and used to install your productivity improvement program. To find out more go to www.thekeytoproductivity.com.
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