From time to time, you have probably looked at your job description and thought “that is fine, but it is not what I do”. The traditional job description has failed to change along with the work place, nature of job and recent trends of corporate hierarchies.
For example, jobs are becoming more fluid, multifaceted and project based. Companies adopt flatter structures, eliminate support staffs and are using a greater use of contractors and other temporary staffs. Moreover, the internet has created jobs that are still being defined and redefined daily and mergers and acquisition has led to the whole elimination of job categories. Considering all these recent developments, we can be sure that traditional job descriptions are not in a good position to produce company’s desired result. Lou Adler, president and CEO of POWER Hiring Inc. says “traditional job descriptions are a complete waste of time. They are the cause of more hiring errors than any other reason. I think that anyone who uses them to hire doesn’t know what they are doing.” Another scholar and author also argue that if job descriptions are too restrictive and detailed, then it impairs people creativity to think out of the box.
Then the question is do you need job description after all? Many scholars in the field including Roger Plachy argues yes you still need job description as it gave you a ground to attach. Otherwise, you will tend to be everywhere and lose the sight of the job. Job description is a statement of employment forming a business contract between the employer and employee detailing what is expected from each party. But, in order to serve that purpose, “you have to focus on what people will actually learn, do and become, which is motivating and inspiring.” In other words, job description should focus on results the company want to accomplish rather than stating how the employee should spend his/her time. Therefore, a good job description focuses on performance, success, success measurement and employees work impact on company’s mission. That means a good job description tell the employee what the employer expects of him/her and what he/she needs in order to do that.
In summary a clearly written, result oriented job description shape the beginning of the employee relationship and help everyone involved understand the mission, culture, needs and goals of the company. It can lead to clear performance objectives and measurement. It can give a firm guidelines and milestones for the terms of employment. It can also serve as a legal background for the termination of employment.