The provision of finer details on the particular idea of a job position, herein referred to as job description, is an obligatory segment of a job contract. It works as an element of appointment and engagement between the contractor and the potential employee. However, according to Anderson, Simpson, Kelly, Brill, & Stearns, (2017), situations whereby the activity to be filled is portrayed by some broad term, for example, office representative, organization worker, colleague, and so on, which does not allude to the genuine undertakings, is not sufficient. According to the argument, provision of elements such as job responsibilities, tasks, education, technology, and tools and skills requirements should be mandatory.
Job description forms the premise for the management of employees’ performance in an organization. According to Anderson, Simpson, Kelly, Brill, & Stearns, (2017), job description ensures that only recruits who meet the required levels applies, are vetted, and are placed in particular job positions. It forms an interface between a specific occupation to various prerequisites and tasks. According to the argument, job description reflects on the culture, habits, goals, and strategies of an organization, therefore, a prime determinant of worker performance. The main objective of job description is to convey information to people interested in filling up an occupation vacancy the basic requirements, planned expectations as well as provision of a definition of the position in the company.
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The human resource department is mostly tasked with the process of preparation of job description, assessment of interested candidates, and placement of successful applicants. The HR department in most organizations use job descriptions to evaluate the level of worker performance based on what its expected of them versus their records. Though job description does not add up as a job contract, it is a useful element in the process of worker performance evaluation, and appraisal.
According to Rich, Lepine, & Crawford, (2010), well formatted job description with good coverage of Tasks, Tools and technology, Knowledge, skills, and abilities (KSAs), and Education requirements ensures that an organizations only recruits the best. It gives employees a clear understanding of their responsibilities, experience required, academic achievements, as well as basic duties. Besides provision of both external and internal better recruitment, job description also ensures that employees are compensated handsomely since they have sufficient information to research how much a particular occupation is worth.
In addition to this, job description is a legal requirement by U.S. Equal Employment Opportunity Commission (EEOC). The commission enforces policies hindering discrimination during job application. Though it is not a mandatory legal requirement by EEOC to keep job descriptions, doing so enhances the compliance with regulations such as Age Discrimination in Employment Act, Occupational Safety and Health Act (OSHA), Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, Fair Labor Standards Act, and Americans with Disabilities Act.
For effective achievement of the objectives of a job description on employee performance and management, various practices are prime for application by Human Resource practitioners during recruitment. For optimal selection of best candidates, ability and aptitude tests, and focus on prediction of both contextual and technical performance of the recruit are key features in meeting the organization’s objectives.
References
Rich, B., Lepine, J., & Crawford, E. (2010). Job Engagement: Antecedents and Effects on Job Performance. The Academy of Management Journal, 53 (3), 617-635. Retrieved from http://www.jstor.org/stable/25684339
Anderson, A., Simpson, D., Kelly, C., Brill, J. R., & Stearns, J. A. (2017). The 2020 physician job description: How our GME graduates will meet expectations. Journal of graduate medical education , 9 (4), 418-420.
