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Job descriptions


We are looking at whether the format and content of our job descriptions are too restricting and are looking for examples from others.
Denise Halton

One Response

  1. Job Descriptions – thoughts
    I’d like to suggest you start from a different premise and ask yourselves the following questions:

    1. What do we need job descriptions for?
    2. Who may benefit from them, and what information would/do they require?

    Supporting these questions are issues such as:

    1. will the job descriptions directly drive advertising copy, in which case some pzazz may be called for
    2. can we use them as an integral part of the recruitment & selection process to highlight potential skills gaps and therefore training needs for individuals?
    3. can/should we use them in conjunction with our appraisals systems?
    4. who should generate/control the job descriptions – HR centrally, or HR via line managers, or some other combination
    5. how can job descriptions support any job grading scheme without complicating things still further?

    The theme here is about delivering an integrated environment, from ‘cradle to the grave’, to try and avoid duplication of effort and information, where errors often creep in.

    We are begining to find that this integrated approach is actually starting to reduce error rates, confusion and also simplify what was a potentially divisive and over-complex job grading system.

    I hope this helps.


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