Job description
Encyclopedia
A job description is a list that a person might use for general tasks, or functions, and responsibilities
of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary
range. Job descriptions are usually narrative, but some may instead 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.
and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification
or may be known as Terms Of Reference
Moral responsibility
Moral responsibility usually refers to the idea that a person has moral obligations in certain situations. Disobeying moral obligations, then, becomes grounds for justified punishment. Deciding what justifies punishment, if anything, is a principle concern of ethics.People who have moral...
of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary
Salary
A salary is a form of periodic payment from an employer to an employee, which may be specified in an employment contract. It is contrasted with piece wages, where each job, hour or other unit is paid separately, rather than on a periodic basis....
range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies; for instance, strategic human resource planning
Strategic human resource planning
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization...
methodologies may be used to develop a competency architecture
Competency architecture
The start point for any application of competency based management is a competency model / profile that is valid and constructed in a way that it can be easily used to support all intended HR goals...
for an organization, from which job descriptions are built as a shortlist of competencies.
Creating a job description
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 knowledgeKnowledge
Knowledge is a familiarity with someone or something unknown, which can include information, facts, descriptions, or skills acquired through experience or education. It can refer to the theoretical or practical understanding of a subject...
and skills needed for the job. A job usually includes several roles. The job description might be broadened to form a person specification
Person specification
The person specification is an extension of the job description. It is a profile of the type of person needed to do a job and is produced along with a job description following a job analysis.Elements of a person specification include:...
or may be known as Terms Of Reference
Roles and responsibilities
A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.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 future.Limitations
Prescriptive job descriptions may be seen as a hindrance in certain circumstances:- 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 organisation, 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 organisation uses to create job descriptions may not be optimal.
See also
- Strategic human resource planningStrategic human resource planningHuman resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization...
- Competency-based managementCompetency-based managementCompetency-based human resources planning should serve as a link between human resources management and the overall strategic plan of an organization...
- Competency-based recruitmentCompetency-based recruitmentThe introduction of Competency-based management provides organizations with a unique opportunity to create and shape a recruitment and selection system based competencies that job experts within the organization have identified as being critical for success in the targeted job or role.-Best...