Job description (Nov’10)

Q. Define Job description (Nov’10).

Job description: A job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range. Job descriptions are usually narrative, but some may instead comprise a simple list of competencies; for instance, strategic human resource planning methodologies may be used to develop competency architecture for an organization, from which job descriptions are built as a shortlist of competencies.

Creating a job description: A job description is usually developed by conducting a job analysis, which includes examining the tasks and sequences of tasks necessary to perform the job. The analysis considers the areas of knowledge and skills needed for the job. A job usually includes several roles.

Roles and responsibilities: A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.

Goals: A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.

Limitations: Prescriptive job descriptions may be seen as a hindrance in certain circumstances:

1. Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;

2. Job descriptions may be too inflexible in a rapidly-changing organization, for instance in an area subject to rapid technological change;

3. Other changes in job content may lead to the job description being out of date;

4. The process that an organization uses to create job descriptions may not be optimal.