A job description is a document that outlines the responsibilities and roles that a job applicant needs to understand to occupy the vacant position. A job description is critical to the job application and recruitment process as it defines whether the applicant has the relevant skills to take the job. With the changing nature of employment, Human Resource managers face various factors that push them to change the traditional job description approaches and embrace new changes in this field. An example of such a force is the changing scope of the jobs. Task scope by definition is the breadth of activities or tasks that are within the post ( Xia & Wang, 2014). Currently, workers must be flexible to be in a position to handle a wide array of tasks which were not on the job description document at the time of recruitment. Other than the task scope, there is workers’ autonomy control. This is the power a worker possesses that makes him or her be in a position to make a decision concerning what they can and what they cannot do within their position at the workplace. The last force is the rationale or the interactive dimension of the work. This is the consideration of the social and emotional aspects of work that would have an impact on his or her performance. Frequently, these forces changes and Human Resource managers must consistently review them and adjust the job description when necessary.
The job description is no longer relevant without a continuous review and adjustments. Employees and employers get an opportunity to discuss the job description in the recruitment and interview process ( Carliner et al., 2015). In most cases, employees may find themselves handling numerous tasks, some of which were not part of their description. Other than this, an employer may feel that an employee is no longer doing the right thing as per the job description. In both cases, conflict becomes inevitable. It implicates that with no review and adjustments, job description becomes obsolete.
Delegate your assignment to our experts and they will do the rest.
References
Carliner, S., Castonguay, C., Sheepy, E., Ribeiro, O., Sabri, H., Saylor, C., & Valle, A. (2015). The job of a performance consultant: a qualitative content analysis of job descriptions. European Journal of Training and Development , 39 (6), 458-483.
Xia, J., & Wang, M. (2014). Competencies and responsibilities of social science data librarians: An analysis of job descriptions. College & Research Libraries , 75 (3), 362-388.
