A Job Worth Doing: Creating and Updating Job Descriptions

[Anissa Wilson, PHR, SHRM-CP]

Job descriptions are not just an exercise in compliance. Most business leaders would agree that recruitment, compensation, succession planning, performance management, and training and development are essential to an organization’s success. However, many don’t realize how central updated and accurate job descriptions are to these very things.

From a recruiting perspective, ensuring that you have the right content in your job descriptions can help attract the right candidates into your organization, as well as help put them in the right roles.

A well-written job description will also help guide new employees through their careers in your organization. The job description gives employees a clear understanding of their job responsibilities and the expectations of their role.  As part of the performance management process, it’s also important to be able to review the expectations of the position and how the specific employee is performing.

Employees play a critical role in the job description process as well. Let’s face it, jobs change and morph over time. The person performing the work can help ensure that the description matches the actual job duties. Job descriptions should be reviewed and updated at least once a year, or more frequently if your organization is changing and growing.

Working with a Professional Employer Organization (PEO) can help you stay on track with critical HR tools like job descriptions. PEOs have the expertise and knowledge to create and update job descriptions as your organization grows and changes. Our credentialed HR team can help you write or polish job descriptions to assist with this and many other best practices in Human Resources.

 

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