HomeHome SearchSearch MenuMenu Our productsOur products

Three types of job description formats you can use to make sure your employee does his job properly

by , 18 February 2015
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.


*********** Advertisement ************
Slash your recruitment costs by 45%...

How many times have you placed a recruitment ad, and received hundreds of irrelevant CVs? 98 out of a 100 don't have the correct work experience, qualifications or competencies. And you spend hours of your valuable time wading through all of them to try weed out the 2 of value to you, if you're lucky enough to find them at all?

With a detailed job description you can create recruitment ads in mere minutes. This alone will halve the number of CVs you receive – and save you 3 hours.

How you ask? Well click here to find out…
 
***********************************
 

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:
 
  • Performance management;
  • Job evaluation; or
  • New staff induction.
 
Take a look at these three formats:

1. Performance management job descriptions
 
As the name suggests, 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.


Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>