Job description is considered to be an initial factor when it comes to hiring for an open position or being hired for that position. Regardless of the position you are given, you cannot perform the right tasks assigned to you if your job description is not presented. 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.
Creating a job description is not really difficult. What you should do is to identify all the positions in your company through your organizational structure and from there, identify the tasks of each personnel as well as their heads.
It is even a fact that the creation of job descriptions will actually be done by the corresponding heads of each positions.
One clear example for this is the job description for a receptionist.
To identify the person who will be the best person to make the receptionist’s job description, you are actually referring to the supervisor of these receptionists.
The supervisor is considered to be the best source of this information because he or she already knows the scope of the task for a receptionist and they will ensure that the tasks assigned to the receptionist will not overlap or be similar to other job description for other positions.
The need for a job description is for the purpose of giving you a clear picture of what you should be doing as well as your employer’s expectations from you. 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. This will not lead to overlooking of responsibilities also.
Again, you cannot just rely on the title of the position to know what you should be doing or not. A job description will be your ultimate guide to hiring a person that is suited for the 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. This is very important to your employees because they need to be assessed fairly. Whenever there’s a compliment on their performances, these will give them confidence. But before you can even reach that point, make sure you have plotted the job description carefully so as not to confused the individual goals of your employees.