Perfecting Job Description with a Properly Written Job Description
It is really difficult to start any given job or to hire someone to fit in a position if you don’t know what their job description is. But when you are hired, it is not enough that you know your position because the important thing is that you know what your tasks are. One example is being hired for the position of admin assistant and yet you are also tasked to do some liaison jobs. That is why each company is required to have their detailed job description that corresponds to each position of their company.
Making a job description is not a hard task to do. All you need to do is to ensure that you know your organizational chart so that each position is determined and it will be easier for you to write the job description for each position.
It is even a fact that the creation of job descriptions will actually be done by the corresponding heads of each positions.
For instance, you are to make a job description for a receptionist.
Therefore, the right person who can actually make the most applicable job description is the supervisor of a receptionist.
The supervisor is considered to be the best source of this information because he or she already knows the scope of the task for a receptionist and they will ensure that the tasks assigned to the receptionist will not overlap or be similar to other job description for other positions.
The essence of having a job description is for both the employer and employee to know what they should do or not do. This can actually avoid any miscommunication when it comes to task assignment since you already have a clear picture of your assigned work. This way, there will be no overlapping of tasks within your team. This will not lead to overlooking of responsibilities also.
Relying on the name of your position will never be the basis of your assigned tasks. If you are hiring to fill in a certain position, make sure that you use the job description as your guide. You can even use the job description as your basis for performance assessment. Can you imagine grading the performance of your subordinates but you don’t have any basis on how to grade them? You need to have basis because your employees need to be assessed accordingly. Whenever there’s a compliment on their performances, these will give them confidence. But again, this will always boil down to one important factor, their job description that they have with them from the start of their goals.