From recruitment and compensation to training and employee relations, leaders in human resources (HR) take on a variety of responsibilities. And with those responsibilities comes compliance—making sure that you are abiding by ever-changing employment laws. So, how can you ensure that you’re implementing effective HR activities while focusing on compliance? For the next few months, we’ll take you through all the different areas of HR and how you can find success without compromising the laws critical to your organization. With that, we begin with the four characteristics that make a job description really great.
- A job description that sets the stage for orientation and training provides a way to match the skills, experience and talents of new employees with the position’s requirements. When the job description contains accurate information, it serves as a ready-made, individualized training tool.
- A good job description allows you to competitively compare your salary and benefits package to the market. These descriptions are the foundation of determining whether or not you are paying your employees well.
- Job descriptions are critical for performance management. With the key responsibilities outlined in the description, it’s easier for supervisors to develop goals and expectations—and it’s also a great way for everyone to be on the same page. Good job descriptions will provide employees enough information that they should be able to self-manage their performance and seek training help if needed.
- A good job description forms the basis of hiring plans. Not only does it give a clear picture on the position, it also offers reporting relationships, explains decision-making authority, informs about requirements from the Americans with Disabilities Act and more.
The bottom line: An effective job description will help define what you are looking for and can be used to create screening and interview questions. It can also help you focus on the experience needed for the position.
