One of the easiest things a company can do to advance talent management within the organization is to update its job descriptions; especially if it’s been awhile. Making sure that job descriptions are current helps accurately communicate the expectations of each role.
If it’s been some time since the job descriptions have been reviewed, think of all the changes in product, competition, technology, operations and customer requirements since then. Handing a new employee a description of their role as it was 10 years ago is not giving them a sense of reality. You’d never think of giving a driver a map of the area that is 10 years old or deploying a safety program that covers regulations that are outdated. Most employees appreciate knowing what is expected of them on the job. When there is clarity, there is comfort and security.
The impact of having current job descriptions increases the credibility of many other areas. Training is one of them. A current job description will help identify the right training content for a role. Up-to-date job descriptions also help employees and managers point to future positions within the organization that may be a fit. Additionally, managers can establish goals and hold employees accountable to performance standards that are articulated in current job descriptions.
ASA-U has up-to-date sample job descriptions for nearly every role in an organization. Member companies can download, modify and publish them as their own. To access, go to www.asa.net/Education/Additional-Resources/Job-Description.
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