A job description is an official document that defines the duties, responsibilities, required qualification, reporting relationship and general task of a specific job. Generally this document is used to states the responsibilities of design as well as particular liabilities for the job. These documents are typically used as a means to communicate expectations as well as used as a basis for performance management. This document is very useful for an employee because it allows them to clearly understand the duties and responsibilities that are required as well as expected of them. It also details the skills and qualifications that an individual applying for the job requires to possess.
Generally it is an informative documentation of the scope duties tasks, responsibilities and working terms related to the job listing in the company through a process of job analysis. basically a job description provide all essential information which may be good for both the company and the candidate because it helps both parties to remain on dame page regarding the job posting. It is a list that a candidate may be used for ordinary projects, function and obligations of a position. Normally it is used in the recruitment process to inform the candidates of job profile and state the requirement of the job.
Basically a job description is a broad, general and a written statement of a particular job that is based on the findings of the job analysis. This document generally includes duties, purposes, responsibilities, scope, design of job, working condition of a job along with job's title, name or design of the person who the candidate reports. Therefore a job description typically forms the basis of job specification. These documents also contains the information about basic tools, how equipment used, knowledge or skills required as well as define the relationship with other employees including the boss.
Generally it is one of the most important document which a candidate gets about a job listing. These documents are also used as communication tools that are very important in any organization success. Usually it is a first major step in the hiring process and gives all relevant and essential information about a job. Here are some major components of job description such as summary statement, function of a position, responsibilities of the job, objectives of the organization as well as the goals to be achieved, attributes needed for the position, reporting, evolution criteria, skill sets required to fulfill the job and salary range of the job.
Generally it is a detailed written account agreed between the management and the candidate and also outlines essential skills, training and education that is required by a potential employer. Once it is prepared it can serve as a basis for interviewing a candidates, orienting a new employee and finally in the evolution of the job performance. These documents should be based on a thorough job analysis as well as they should be brief and factual as possible. It should not be limited to explaining the current position or work that is expected furthermore it may set out goals for what might be attained in the future.
A job description document may protect you legally when you can demonstrate why the candidate selected for a position was your most qualified as well as culturally qualified the candidate. This document informs the candidate that who are assisting with the interview process about the questions to ask candidates and also define what you seek in the employee. This document allows them to focus on their primary duties and paints a clear picture of what is expected from the specific role. Here are some basic benefits of using job description such as develop new employee orientation, determine compensation or other rewards, manage performance and decrease liability, better recruitment, better compensation data, legal compliance and people planning.