Considering all the ways job descriptions are used in today’s workplace, it is critical that an employer describe a job accurately. It is imperative that a job description clearly explain what a person in a given position does, what are the functions to be performed, the performance expectations, expected responsibilities, and applicable working conditions.
Inaccurate job descriptions create miscommunications, misunderstandings, and can even result in employees focusing on the wrong priorities. Job descriptions for managers, especially upper management positions, need to be more outcome focused than those used for front line jobs that are largely task focused. Your VP of Marketing does not really need a task list, right?
A job description is the first document examined in an internal employment dispute and is also the first document reviewed in a legal dispute or during a regulatory agency’s investigation. Since your job descriptions are used for such a myriad of critical HR purposes, make sure they help achieve your human capital goals.
Areas Covered in the Session :
- Why job descriptions are critical in today’s workplace
- Why “borrowing” job descriptions is an instant route to confusion and legal problems
- What language to include and what language to avoid
- An easy, operationally sound, yet legally helpful system to prepare a job analysis of responsibilities, duties, and expectations
- Key elements to include in every job description
- When and how to review and update your current job descriptions
- Common mistakes in job descriptions that come back to haunt the employer
- How to use job descriptions to drive productivity and performance management
- Red flags that invite regulatory problems and lawsuits
Who Should Attend:
- Human Resources Departments
- Hiring Managers
- Small Business Owners