Job description

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A job description is a list of the general tasks, or functions, and responsibilities of a position. Typically, it also includes to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, etc. A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis looks at the areas of knowledge and skills needed by the job. Note that a role is the set of responsibilities or expected results associated with a job. A job usually includes several roles.

Contents 1 Possible job description items 1.1 Job title 1.2 Job summary 1.3 Job duties 1.4 Roles and responsibilities 1.5 Job specifications or qualifications 1.6 General guidelines 1.7 Key role interactions 1.8 Professional skills 1.9 Interpersonal skills 2 Hints to develop job description 3 See also

[edit] Possible job description items

[edit] Job title

may be determined by a project or bid proposal, there are many sources of job titles which will provide a handle for recruitment and employment purposes.

[edit] Job summary

may also be called the Job Objective or Purpose Statement; a short paragraph of no more than three to four sentences which concisely informs the reader of the nature, level, and objective of the position.

The nature of job that an individual is devoted to perform.

[edit] Job duties

may also be called Tasks Performed; may be as lengthy as necessary to fully describe each essential duty or responsibility which comprises the employee's functions, generally starting with principle duties.

[edit] Roles and responsibilities

includes supervisory level, managerial requirements, and any working relationships.

The position that an Individual holds in the organization.

[edit] Job specifications or qualifications

may include education, experience-level, knowledge and skill sets, as well as any physical limitations (such as "able to lift 30 lbs").

Is the minimum requirements that is needed for the specific job, or position.

[edit] General guidelines

Insure that the information concerning a position is as descriptive as possible to pull viable candidates and provide guidance to the interviewer(s) when sifting through applicants. These guidelines may include items which do not easily fit under other categories, but play a part in the performance of the job.

[edit] Key role interactions

Defines the people and/or departments which the position will be require to relate with in the course of the job. Though not necessarily an exhaustive list, certainly will provide both interviewer and applicant a basis of understanding when discussing past positions and potential responsibilities.

[edit] Professional skills

Describes in enough detail the key ability sets and experiences which will be required from past positions to allow a new hire to function and perform the duties of the job from day one.

[edit] Interpersonal skills

Defines the 'softer' skills and talents which make for a well-rounded and efficient employee, as well as effective worker, regardless of the position. These may include:

• Personal Attributes,
• General Business Skills,
• Leadership Skills.

[edit] Hints to develop job description

Before developing job description one should take into consideration the business processes of the organization. First step is to develop process map, then to assign to the processes (functions) responsible employees. This may be facilitated by various business modeling standards and methodologies (e.g., IDEF0, ARIS).

Words often used in job descriptions: CRM - Customer relationship management

[edit] See also

• SmartMatch (search engine)