A job description is an extremely important document for both the employee
and the employer. It should be an accompaniment to the contract of employment,
a one-page overview that explains to both parties clearly what is expected from an
individual working in a given position within an organisation. It often includes areas
such as Roles and Responsibilities, desired skill set/qualifications, reporting structure and potential goals.
Job descriptions are such a beneficial necessity when it comes to transparency
in organisations despite ludicrous trains of thought that they are restrictive, if they
are restrictive then you have created them incorrectly. We all know that positions
within a company are fluid in nature and organically change over time dependent on
business needs and employee development. The purpose of the Job description is
to detail the foundations of a given role, the basics that must be done to allow this
position to operate effectively at a fundamental level. When things get extremely
busy in work we occasionally get lost in tasks and find ourselves operating outside
of our allocated areas of responsibility or remit, sometimes by request from
management sometimes not. Although this situation can be healthy as it promotes
personal growth, we always need a reference point to return to, and the job description
It can be extremely frustrating & stressful for an employee not to understand fully
what his/her job is, a job description prevents this. It is also important to point out that
companies that don’t use Job Descriptions are walking a rocky road, for instance, how
can management review an employee on performance if they have not taken the time to
explain to them what their job is in the first place? Custom and practice unless well documented can be extremely subjective.
Clarity and transparency is measurable, it is healthy for both parties to know
exactly what is expected, if the company pays x amount then in return a, b, c and d
Let’s keep it simple.