Maintaining Job Descriptions
Examine the reasons why it is important to update and write new job descriptions.
Writing and updating Job Descriptions is very important for the employer and the candidate. It allows the candidate to decide if the skills they have match the position they are contemplating on applying for. For the employer it helps them to get a clear picture of the ideal candidate and give their expectations for the candidate they are searching for. Companies undergo expansion, restructuring, downsizing and relocating, those things cause changes within the company such as departments and teams changing and business priorities. The reason we update and rewrite job descriptions is so that employees do not assume what to do on the job but know what to do. The employer needs for the job description to specifically state what is expected, such as travel, management, full time, part time and shift work. A Job description also helps the employer determine who can follow directions, and they also aid in evaluations, raises and promotions. Job descriptions are also an important part of the Benefits Specialist’s Job. They are also very essential in the development and implementation of Human Resource programs. When applying for a job always remember that a Job Description is a legal binding document and can be used as evidence in hiring disputes and labor negotiations. (Subramaniam, 2009) Whenever the job functions of an employee changes it is very important that their job description changes also. (Subramaniam, 2009) You cannot successfully manage performance by the use of outdated job descriptions that do not list the real functions of the job. (Subramaniam, 2009) Many organizations in the past overlooked the importance of updating Job Descriptions but after several lawsuits I believe that a lot of companies today are a lot more careful in not just updating but in writing them and having them looked at and handled by qualified Human Resource personnel.
Writing and updating Job Descriptions is very important for the employer and the candidate. It allows the candidate to decide if the skills they have match the position they are contemplating on applying for. For the employer it helps them to get a clear picture of the ideal candidate and give their expectations for the candidate they are searching for. Companies undergo expansion, restructuring, downsizing and relocating, those things cause changes within the company such as departments and teams changing and business priorities. The reason we update and rewrite job descriptions is so that employees do not assume what to do on the job but know what to do. The employer needs for the job description to specifically state what is expected, such as travel, management, full time, part time and shift work. A Job description also helps the employer determine who can follow directions, and they also aid in evaluations, raises and promotions. Job descriptions are also an important part of the Benefits Specialist’s Job. They are also very essential in the development and implementation of Human Resource programs. When applying for a job always remember that a Job Description is a legal binding document and can be used as evidence in hiring disputes and labor negotiations. (Subramaniam, 2009) Whenever the job functions of an employee changes it is very important that their job description changes also. (Subramaniam, 2009) You cannot successfully manage performance by the use of outdated job descriptions that do not list the real functions of the job. (Subramaniam, 2009) Many organizations in the past overlooked the importance of updating Job Descriptions but after several lawsuits I believe that a lot of companies today are a lot more careful in not just updating but in writing them and having them looked at and handled by qualified Human Resource personnel.
Cited: Developing a Roadmap for the Hiring Process. (n.d.). Retrieved April 25, 2011, from Common Good Careers: www.cgcareers.org Subramaniam, S. A.-M. (2009). A Review of the Need for Writing and Updating Job Descriptions for 21st Century Organizations. Retrieved April 25, 2011, from European Journal of Social Sciences-Volume 12, Number 2 (2009): www.eurojournals.com/ejss