The value of a good Job Description cannot be over emphasised.
Employers sometimes inadvertently fail to focus their attention on Job Descriptions which could lead to unintended adverse consequences for both the employer and the employee during the employee lifecycle as explained below.
During the recruitment process – attracting the best talent when advertising a vacancy will be determined by how well your Job Description has been written – this will either attract and encourage the most suitable candidates to apply or not.
Have you ever heard an employee say “it’s not my job”? With a good quality and accurate job description they would have clarity and directions, eliminating the opportunity for claims that it is not part of the expected outputs of the position and enable them to perform to their highest standards.
A poorly compiled Job Description will affect one’s ability to manage performance, whether it be to identify your star performers and/or the rewards associated with high performance.
The lack of a Job Description or a poorly compiled Job Description will inhibit your ability to initiate disciplinary action should the employee not meet the expected outputs and responsibilities of the position.
It is therefore essential to have a Job Description in place for each position in your organisation as this will enable you to attract the right talent, give clear direction to the employee – happier employees and ensure the smooth application of Performance and Disciplinary processes when necessary.