Effective job descriptions are measured by the extent these contribute towards accomplishment of your organizational mission and goals.
One of these are your recruitment goals. If you get good and committed people, - the right people - it is more likely that you achieve your goals and targets.
What does effective JD involve?
Job descriptions list out the duties and responsibilities of jobs, relationship with internal and or external parties, accountability, and authority given to the job holder.
Conduct job analysis in order to prepare job descriptions.
Duties are the day-to-day tasks which the job holder is required to carry out to the best of his or her ability. Most of these are usually routine in nature.
Duties are strategic, tactical or operational in nature depending on the level of the job position in the organizational hierarchy.
Decision making is a normal requirement in the performance of duties and responsibilities.
Responsibility carries with it accountability by the employee to someone higher over something that is entrusted. It implies trustworthiness.
In the case of HR people, their duties and responsibilities are related to activities carried out under the HR function.
They also oversee the preparation of the duties and responsibilities of everyone in the organization.
The internal relationship of HR people is with other people in the HR department, and line managers or front-line employees.
The external parties can include HR consultants to whom some HR tasks had been outsourced, contractors and HR service providers.
An example of the know-how required of HR people is the ability to carry out human resource planning.
The HR manager or HR professional is accountable for the effectiveness of the HR function.
The authority to "hire and fire" may reside with a board committee or the CEO.
In small organizations, the HR Manager or Line Managers may have the authority.
There are laws and procedures that govern termination of service. Familiarity with these is essential.
Preparation of Effective Job Descriptions (JDs) When preparing them, keep in mind the following matters.
Components of Job Descriptions
There are some organizations that include problems solving, special circumstances of the job and performance standards, problems solving and performance standards.
The know-how are normally stated in job specifications. If not, include these when prepare effective job descriptions.
The Human Resource Manager's job includes duties and responsibilities that ensure JDs, in general, are prepared properly, that is, ensuring effective job descriptions are prepared.
If you are the HR Manager, it means verifying that every employee's job contributes towards accomplishing the mission and objectives of your organization.
Criticisms of JDs These are some of the criticisms.
It has been said that automation is affecting the way JDs are drafted. It is also argued by some quarters that organizations that prepare generalized JDs undermine traditional JDs.
Some even believe that there will come a time when job descriptions are no longer required or relevant.
However, the preparation of JDs will remain an important HR activity as long as legal provisions, management needs and industrial relations considerations require the existence and preparation of such documents. As long as effective job description is prepared for every position, JDs will continue to have a place in organizations.
Link Your Human Resources JDs To Organizational Objectives
Until that time comes, if ever it comes, ensure that the task of preparing JDs is carried out properly.
Preparing effective job descriptions is part of strategic human resource management. Link these to the accomplishment of your organizational strategic plan.Job descriptions have their positives and negatives. Click HERE to find out some of the them.