Benefits of Job-Descriptions For Business

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The job description is a tool that's often overlooked and overlooked by managers. However, it turns out to be simple and solidifies the bases of several activities in human resources management. It's used as part of sound management to help both the manager and the employee. We often meet employers who are reluctant to create or update them believing that their management role will be negatively affected. In short, they want every time to avoid the famous " It's not in my job description. "

Are you Employer? Do you've this reflex, here is why it would be beneficial for you to reconsider their usefulness:

The advantages for business of having up-to-date job descriptions

For the employer, it allows to:

  • Develop the basis of its recruitment and selection process with the aim of attracting, adequately selecting and retaining candidates who meet the requirements, thus increasing your chances of making the right hire.
  • Develop an integration and training plan targeted to the needs according to the position concerned, thus ensuring that your new hire starts on the right foot.
  • Evaluate the positions in order to build and maintain a fair and equitable remuneration structure and to carry out the pay equity exercise, therefore to better assess the classification of each position with a concern for pay equity.
  • Clarify the roles and responsibilities of each, therefore to avoid problems of management and disengagement.
Consequently, these advantages will increase the performance of the organization.

For the employee, it allows to:

  • Facilitate his integration, because it clarifies his role and the organization's expectations towards him.
  • Participate in their development plan in line with their current skill level and the desired skills identified in the job description.
  • Know the responsibilities and tasks on which he will be evaluated.
  • Know the possible dangers related to occupational health and safety.
Consequently, this could allow it to solidify its commitment and increase its performance.

Composition of the job description

Here is a summary of our proposed methodology to develop a job description. Note that it may vary according to the needs of the business encountered.

  • Section 1: Job title and information relating to the hierarchical level within the organization.
  • Section 2: Brief summary that answers the question: What is the purpose of the position?
  • Section 3: Responsibilities and main tasks.
  • Section 4: Qualifications required for the post.
  • Section 5: Skills required.
The job description should be presented in a document of one or two pages maximum. It must be written in simple, clear and precise language. Each statement describing responsibilities should begin with an action verb.

It's important to specify that the job description reflects the characteristics and requirements of the position and not the characteristics possessed by the current incumbent of the position.

How to do it?

In order to help you write the job description, you may meet with one or more job holders. During this meeting, the tasks performed by the employee are listed as well as the results to be achieved, the tools to be used, the frequency of the tasks, etc. The information collected and the analysis of this make it possible to group together in order to draw up a list of responsibilities and main tasks as well as the skills required. Some organizations prefer to work only with the manager. In all cases, the latter by his role and his experience validates each of the job descriptions for the jobs he supervises.

A flexible framework

Employee involvement is recommended when the position already exists. The analysis meeting with the employee allows him to participate and give information about the position and increases validity - moreover, his involvement will be beneficial.

It's important to review and update job descriptions on a regular basis so that they represent reality. The job description isn't a static tool, it evolves over time according to the needs of the company and its strategic plan. This will allow some flexibility in the roles, which will also be more motivating for the employee and will save you time in the long term, particularly in the exercise of maintaining pay equity which must be repeated every 5 years.

All other related tasks

Finally, the mention All other related tasks is regularly included at the end of the list of responsibilities. The purpose of this is to include infrequent tasks or new tasks related to the position in order to give the organization some leeway.

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