Effectively developed employee job descriptions summarize the roles and responsibilities of each team member in your firm providing them with the foundation needed to reach desired goals and outcomes.
We outlined the components job descriptions should include in our blog, “Learn why Job Descriptions are Essential for Overall Effectiveness at Your Firm.” http://aeschlapia.wordpress.com/2012/03/30/learn-why-job-descriptions-are-essential-for-overall-effectiveness-at-your-firm/
Understanding each component and realizing their value will aide you in modifying and updating job descriptions by:
- Establishing the role that each position plays in attaining overall firm goals
- Determining how critical each job is
- Deciding how positions in your firm interact with one another
- Defining current employee roles and identifying the characteristics and skill base needed
- Attracting qualified new candidates and aide in hiring
- Evaluating performance accurately based on the expectations of the position
A job description needs to provide a positive impact fostering consistency and clarity for everyone involved. Creating, reviewing and updating job descriptions should be included in your overall business strategy.
Using Job Descriptions as a Multifaceted Management Tool
Although job descriptions are utilized as a valuable hiring tool, a well-crafted job description should be used as a communication tool and a means to review other workplace functions such as:
- Performance management: Set measurable and attainable performance goals based on the duties included in the job description.
- Training and team development: Review each job description for areas that can be used in training and team development workshops.
- Salary:Outline a compensation program that shows minimums and maximums for each position in your firm. Doing so will demonstrate growth potential for your team member resulting in increased production, loyalty and overall job satisfaction.
- Incentive Plans: Use your job descriptions as a baseline for salary; include incentives and rewards for employee’s performance levels that go above and beyond.
- Discipline: If an employee is not meeting the requirements set forth in the job description, schedule a meeting to review the requirements and focus on areas to aide them in achieving goals effectively.
Flexibility is the key when it comes to creating and modifying job descriptions. Consider creating broad-based descriptions utilizing attachments which delve into the specific tasks required of each employee. A more generic job description is easier to maintain and won’t require a complete modification as minor changes that takes place.
How often do you use or refer to the job descriptions at your firm? I’m curious?
Contact us for assistance in developing job descriptions that can be used as a multifaceted tool at your firm.
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