Three types of job description formats you can use to make sure your employee does his job properly
Your employee must have a job description that makes it clear what his job is, spells out the performance standard you require from him and outlines his duties.
Without this document, your employee won't know what you need him to do. He simply won't achieve his goals. And you'll find it hard to assess his performance.
But where do you start when it comes to job descriptions?
Well, there are three types of job description formats you can use. Read on to find out what they are so you can choose the one that supports your objectives. And make sure your employee can do his job.
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Your employee can't do his job without a job description. Don't let this happen – give him one today using one of these formats
When it comes to job descriptions, it all depends on your objectives. You can, for example, link your job descriptions to:
Take a look at these three formats:
1. Performance management job descriptions
As the name suggests,
Job evaluation; or
New staff induction.
the aim of this job description is to manage employee performance.
Your main focus must be to
identify key performance areas for your employee. You must also include a description of the standard you'll use to measure your employee's performance.
For example, for your company receptionist, you can say: She
needs to answer the phone within three rings. If she answers the phone after the fourth or fifth ring, she isn't meeting the performance standard.
2. Job evaluation job descriptions
These job descriptions are ideal if you want to compare jobs across the company or across industries.
For example, you want to see if an Accountant's job is more senior, similar to or more junior than the Production Manager's job.
Job evaluation job descriptions allow
you to design fair remuneration and benefits across jobs in your company and to compare salaries between companies. This way, you pay competitive salaries and retain your employees.
When you use this format, you must include items like qualification requirements, intensity of human interaction and responsibility levels.
3. Induction of new staff job descriptions
These job descriptions can be short and fairly generic. You should include them in the induction pack, says the Practical Guide to Human Resources Management.
They give your new staff a short overview of the job requirements. You need to indicate to your new employee what success in the job involves.
Just keep in mind that when your employee starts his probation period, you need to make the job description more detailed.
For examples of all these three job descriptions, check out the Practical Guide to Human Resources Management.
And remember, you don't employ a person for the sake of filling the position, you employ him to achieve certain results. So now that you know the
three types of job description formats to use, make sure your employee has one so he can do his job properly.