For Employers Making The Best Job Descriptions
- By Loren Yadeski
- Published 01/1/2010
- Jobs
- Unrated
Loren Yadeski
http://OwnADaycare.com has over 50,000 active child care job openings nationwide.
View all articles by Loren Yadeski
Job descriptions are important especially when handling your employees. And in order to create the best job description, you need to understand their work very well. By understanding, you can have a good impression to your employees, as well as you will have a solid background on the company’s purpose of organizing all the employees and staffs. Here are some of the guidelines that can help you in making the best job descriptions.
•Recognize Goal - Do you dread in writing job descriptions? Keeping focused on the goal and communication which will simplify the process. Job descriptions don't just communicate required duties by your employers; they also clarify your organization's purpose and its effectiveness.
•Study Job - As the first step in writing a job description, you need to study the job itself. This process--job analysis--gives an overview of your organization's functions. A study determines the essential functions of a job and in order to determine key assignments. You can perform a job analysis by looking at similar job descriptions within other similar companies. By interviewing those who do the job, results can be achieved in the most specific data.
•Learn Legal Restrictions - You are not, in most cases, mandated by law to create job descriptions for your employees. On a more positive note, job descriptions, once in place, have the force of law. They are treated as legal documents, providing grounds for removing employees who do not meet written expectations.
•Classify - Once you have an understanding of their jobs and its place in your orga
nization, you can start the writing process by placing the job functions into categories. Categories common to job descriptions include position title, department name, supervisor's name, job objectives, essential functions and experience or skills required. Some job descriptions even include salary and benefits.
•Write - These classifications provide a readymade outline for your job description. In writing this document, concentrate on your use of language. As indicated earlier, you want to avoid words that suggest racial, gender, age or physical prejudice. Be careful in describing the qualifications. Don't write that an employee must be "able-bodied" or "a recent college graduate." Use active rather than passive voice throughout the document as well. Your receptionist "answers" the phone; it's not "answered by" your receptionist. Also provide specific duties rather than general ones. Instead of writing that your secretary "produces documentation," list the types of documents produced and their purpose.
•Analyze - So now you have finally finished writing your job description. You can try passing it on to someone else to review it, ideally someone who has performed the job involved. Most organizations will also require further review as the job description is forwarded up the organizational ladder.
•Modify - You should immediately incorporate valid feedback into the job description. Since jobs, like everything else, constantly evolve, you can expect to be making periodic changes to the job description in the future as well. Writing job descriptions provides frequent opportunities for you to expand your understanding of your employees and your organization.
•Recognize Goal - Do you dread in writing job descriptions? Keeping focused on the goal and communication which will simplify the process. Job descriptions don't just communicate required duties by your employers; they also clarify your organization's purpose and its effectiveness.
•Study Job - As the first step in writing a job description, you need to study the job itself. This process--job analysis--gives an overview of your organization's functions. A study determines the essential functions of a job and in order to determine key assignments. You can perform a job analysis by looking at similar job descriptions within other similar companies. By interviewing those who do the job, results can be achieved in the most specific data.
•Learn Legal Restrictions - You are not, in most cases, mandated by law to create job descriptions for your employees. On a more positive note, job descriptions, once in place, have the force of law. They are treated as legal documents, providing grounds for removing employees who do not meet written expectations.
•Classify - Once you have an understanding of their jobs and its place in your orga
•Write - These classifications provide a readymade outline for your job description. In writing this document, concentrate on your use of language. As indicated earlier, you want to avoid words that suggest racial, gender, age or physical prejudice. Be careful in describing the qualifications. Don't write that an employee must be "able-bodied" or "a recent college graduate." Use active rather than passive voice throughout the document as well. Your receptionist "answers" the phone; it's not "answered by" your receptionist. Also provide specific duties rather than general ones. Instead of writing that your secretary "produces documentation," list the types of documents produced and their purpose.
•Analyze - So now you have finally finished writing your job description. You can try passing it on to someone else to review it, ideally someone who has performed the job involved. Most organizations will also require further review as the job description is forwarded up the organizational ladder.
•Modify - You should immediately incorporate valid feedback into the job description. Since jobs, like everything else, constantly evolve, you can expect to be making periodic changes to the job description in the future as well. Writing job descriptions provides frequent opportunities for you to expand your understanding of your employees and your organization.
