Main Components Of The Effective Job Description

It takes time preparing and updating job descriptions but the benefits associated with it are of great use to any organization. A job description entails the general tasks, duties and responsibilities of a particular position in an organization. It also includes the qualifications and skills needed for in the job.

Usually it is developed by conducting a job analysis that includes the knowledge, skills and abilities needed for the job. A well written and comprehensive job description is worth it because it provides the employer with practical tools that can be used when employing new personnel (Weyl, Elenbaas, & Krishnan. 2019). It is considered one of the most effective investment an organization can make. This paper considers how a job description is a function of management, explains the legal components in a job description and assessment methods used when recruiting employees.

As a function of management, a job description is considered an important interview tool as it is used to build and set interview questions based on job requirements. It will be used to assess candidates against the set qualifications and skills required in the job description. With a job description it is also easy to market a job online and attract qualified candidates who use online job search sites. Job description is designed to particular objectives for which they are to be used

Job description gives the major responsibilities of an employee and the details of the job. It outlines the person’s skills, knowledge and education. As a management tool, it gives key details and information to access and rate the employee (Bikoff, Morgan & Robertson 2019). It serves as the standard of work that employees are needed to do. If the roles of a job are clearly stated, it allows the manager to know the employees performance whether right or wrong and at the same time protects the employee from making mistakes. Job description aids the manager in creating a performance criteria to help in understanding employee’s deficiencies and weaknesses and how they can be addressed and corrected.

The tasks outlined in a job description are necessary and fully describe the essential and principle duties and responsibilities of employee’s functions. It outlines responsibilities from supervisory level, managerial requirements and the general working relationship in an organization (Bikoff, Morgan & Robertson 2019). This simplifies the interview questions and hiring criteria. The adoption of use of technological knowledge has had a great impact as a management tool since managers are able to accommodate the needs and wants of employees and review employee performance. With technology it is easy to access payroll, employment contracts, and leave balances. Technology has increased speed in which information and feedback is received.

Equal Employment Opportunity Commission (EEOC) has laws that make it illegal to discriminate against a job applicant because of color, race, religion, sex, national origin. Disability or genetic information and age (Weyl, Elenbaas, & Krishnan. 2019).EEOC laws applies to all types of works in all organization from hiring, firing, promotion, training, salary and other benefits. The law covers employers with more than fifteen employees and other labour unions and employment agencies. EEOC provides leadership and guidance to federal agencies in regards to equal employment opportunities.

The most important legal components in a good job description include, heading information which outlines the job title, pay grade, reporting relationship, working hours and possibility of overtime (Weyl, Elenbaas, & Krishnan. 2019). A summary objective of the job that outlines the general responsibilities, tasks and their purposes, relationship with clients and coworkers and the expected results. The third component are the qualifications that states education, experience, training and technical skills. Special demand is also another legal component stated in EEOC that includes any extra ordinary conditions applicable to any job. The last component is job duties and responsibilities that lists the tasks to be performed.

For any organization, finding suitable candidates is a priority thus they develop different assessment methods to get the qualified candidates. Administering skills test is one method used by most organizations. Some jobs require a minimum level of specific skills. This skills could either be written or practical skills. The management determines what skills are needed for the job and what is important to the employee (Morgeson, Brannick & Levine.2019). Administering a skills test is an easier way to determine those who listed specific skills in the resume but might not have mastered the skill. The test could be done online or if practical at the job place.

Using behavioral questions is an assessment method used by employers to fetch the best candidates for a job. Behaviorally based questions are set to understand how employee’s thinks and the possible choices they can make at work (Morgeson, Brannick & Levine.2019). In most cases the interviewees may have mastered the interview questions about their work history and responsibilities of the job. A change in few behaviorally based questions makes them think and give an honest response that wasn’t mastered before a resume was submitted.

In conclusion employers should not consider creating and maintaining an up to date job description as difficult. As a fact a job description can be used to open new lines of communication with employees and provide an opportunity to increase employee involvement and performance. A job description is a useful tool that provides guidance during recruitment processes and serves as a consideration in the defense of lawsuits and administrative actions.