One of the most confusing parts of hiring for a job or being hired for a job is the job description. Upon hiring, you may have been given a title for your position but when it comes to the job description, this might not have been clearly disclosed to you. For instance, you are given an admin work and yet you are being tasked to do messengerial jobs. Thus, a clear job description for each position in every company must be required and available for every company.
When you create a job description, it doesn’t really require a lot from your thinking. All you need to do is to ensure that you know your organizational chart so that each position is determined and it will be easier for you to write the job description for each position.
The right person to make a job description is actually the person who is familiar with the work per se and that is the supervisor or head of the department.
For instance, you are to make a job description for a receptionist.
The best person who can plot the correct job description of a receptionist is the receptionist’s supervisor.
The reason behind the supervisor’s assignment is that they are the best person to know the tasks of their subordinates, thus, assuring the employees that there will be no overlapping of responsibilities and tasks assigned to them.
The importance of having a concrete job description is to help you and your employer create a clear message on the tasks that both of you are working on. This will not create a problem or issues when it comes to designation of tasks because your employees already know what tasks they are assigned to. Thus, making a smooth flow in the work station since all of you know your jobs well. You will not be able to miss any task since you know your job well.
Never rely on what your position says about your current stand since there might be differences on the specific tasks. You need a job description to serve as your ultimate guide if you are hiring someone to fit in a certain position. In fact, you can use this job description when it comes to assessing of performances. To determine the criteria of your performance assessment, you will need to base the criteria on the job description. You need to have basis because your employees need to be assessed accordingly. Whenever there’s a compliment on their performances, these will give them confidence. To make this happen, ensure you have the job description to help you in guiding your employees to achieve their individual goals.