Drafting Lawful Job Descriptions and Analyses

Subject: Employee Management
Pages: 1
Words: 342
Reading time:
2 min
Study level: College

Nowadays, there is a relatively wide range of career possibilities. Therefore, HRs have to prepare accurate job descriptions in order to eliminate risks concerning their employees. If a job description fails to give an employee all the details that are connected with their job responsibilities, there is a strong chance of a dismissal. It is of utmost importance to update job descriptions even if some minor facts about tasks and duties have changed. Otherwise, there can be disappointment from both sides – an employer and an employee.

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To create a good job description automatically means to conduct a job analysis. Usually, HR investigates every single aspect of an employee’s position. It is of paramount importance to go deep into the topic to learn everything about one’s job obligations. Unfortunately, some points may be rather subjective in this case. Therefore, it is impartiality that an HR should demonstrate while preparing a job description. It is crucial that “the outcome of the job analysis highlight only what must be accomplished, as opposed to how it habitually is conducted” (Smith, 2015, p. 95). No wordy lines about people capable of speaking 20 languages will do HR a credit if the person will not apply corresponding skills at work.

After the neutral process of analysis itself is done, there comes the next step connected with designing the job description. According to Smith (2015), an HR has to “state the title of the position, job functions, enumerate job requirements, list physical exertions, and delineate nonessential tasks” (p. 96). This list may be of help to any HR and employee to become brilliant at writing job descriptions.

To conclude, it is no easy matter to conduct a job analysis and write a job description. One has to take into account many things concerning job responsibilities, duties, and obligations. Moreover, it takes many steps to write a job description properly, including all necessary things such as the right title, requirements, and probable exertions. However, there is no sense in requiring too much if job responsibilities do not presuppose it.

References

Smith, K. J. (2015). Conducting thorough job analyses and drafting lawful job descriptions. Employment Relations Today, 96, 95-100. Web.