Job description

A job description is a document that describes the general tasks, or functions, and responsibilities of a position. It may specify the functionary to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, and a salary range. Job descriptions are usually narrative,^[1] but some may comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop a competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.^[2]

According to Torrington, 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 considers the areas of knowledge and skills needed for the job. A job usually includes several roles. According to Hall, the job description might be broadened to form a person specification or may be known as "terms of reference". The person/job specification can be presented as a stand-alone document, but in practice it is usually included within the job description. A job description is often used by employers in the recruitment process.^[3]

Roles and responsibilities

A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.

Development goals

A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in the future, such as possible promotion routes and conditions.

Limitations

Prescriptive job descriptions may be seen as a hindrance in certain circumstances:^[4]

• Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;
• Job descriptions may be too inflexible in a rapidly changing organization, for instance in an area subject to rapid technological change;
• Other changes in job content may lead to the job description being out of date;
• The process that an organization uses to create job descriptions may not be optimal.

See also

• Strategic human resource planning
• Competency-based management
• Competency-based recruitment
• International Standard Classification of Occupations
• Job description management

References