It is really difficult to start any given job or to hire someone to fit in a position if you don’t know what their job description is. But when you are hired, it is not enough that you know your position because the important thing is that you know what your tasks are. For instance, you are given an admin work and yet you are being tasked to do messengerial jobs. That is why each company is required to have their detailed job description that corresponds to each position of their company.
Creating a job description is not really difficult. All you need to do is to ensure that you know your organizational chart so that each position is determined and it will be easier for you to write the job description for each position.
Oftentimes, the responsibility of making a detailed task description is assigned to a supervisor of a department or team.
For instance, you are to make a job description for a receptionist.
Therefore, the right person who can actually make the most applicable job description is the supervisor of a receptionist.
The reason for this is that the supervisor knows the flow of the tasks of these receptionists and they make sure that this won’t overlap the tasks of housekeeping, admin of the building or even the security team of the company.
The need for a job description is for the purpose of giving you a clear picture of what you should be doing as well as your employer’s expectations from you. This will not create a problem or issues when it comes to designation of tasks because your employees already know what tasks they are assigned to. This will serve as their guide not to overlap their job roles to their co-workers. This will not lead to overlooking of responsibilities also.
Relying on the name of your position will never be the basis of your assigned tasks. A job description will be your ultimate guide to hiring a person that is suited for the position. You can even use the job description as your basis for performance assessment. You cannot just assess the person’s performance without even having criteria to use that will actually come from the job description. This is very important to your employees because they need to be assessed fairly. Your words of appreciation will surely make your employees motivated to work more. But again, this will always boil down to one important factor, their job description that they have with them from the start of their goals.