One of the most confusing parts of hiring for a job or being hired for a job is the job description. Upon hiring, you may have been given a title for your position but when it comes to the job description, this might not have been clearly disclosed to you. 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.
When you create a job description, it doesn’t really require a lot from your thinking. What you should do is to identify all the positions in your company through your organizational structure and from there, identify the tasks of each personnel as well as their heads.
Oftentimes, the responsibility of making a detailed task description is assigned to a supervisor of a department or team.
One clear example for this is the job description for a receptionist.
To identify the person who will be the best person to make the receptionist’s job description, you are actually referring to the supervisor of these receptionists.
The reason behind the supervisor’s assignment is that they are the best person to know the tasks of their subordinates, thus, assuring the employees that there will be no overlapping of responsibilities and tasks assigned to them.
The need for a job description is for the purpose of giving you a clear picture of what you should be doing as well as your employer’s expectations from you. This can actually avoid any miscommunication when it comes to task assignment since you already have a clear picture of your assigned work. This will serve as their guide not to overlap their job roles to their co-workers. You will not be able to miss any task since you know your job well.
Relying on the name of your position will never be the basis of your assigned tasks. You need a job description to serve as your ultimate guide if you are hiring someone to fit in a certain position. 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? This is very important to your employees because they need to be assessed fairly. Whenever there’s a compliment on their performances, these will give them confidence. But before you can even reach that point, make sure you have plotted the job description carefully so as not to confused the individual goals of your employees.