Creating a job description often results in a thought process that helps determine how critical the job is, how this particular job relates to others and identify the characteristics needed by a new employee filling the role.
In other words, who does your business need, to do what, when and how.
Job Descriptions can also be a marketing tool supporting the organisation in its reputation as an employer of choice.
A job description is a powerful tool that is used:
- To communicate the job expectations to the employee
- To focus recruitment efforts saving time and money
- As a strategy to Brand and Market the organisation
- To manage employee performance
- To set employee and organisational goals
- For manage workload and workflow
- For workforce and succession planning
- To underpin training and development plans
- For the job evaluation and classification process
- To establish fair, competitive pay rates for staff members
- To develop career paths and opportunities for job growth
- To underpin compliance with legislation
This sounds simple however, the biggest pitfall business owners fall into is developing a duty or task statement without considering the “intangible” aspects of the role such as personal attributes, as well as, how you want your clients looked after and communicated with.
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