Job description is a list that a person might use for general tasks, or functions, and responsibilities of a position. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range.
Job
descriptions are usually narrative, but some may instead comprise a simple list
of competencies; for instance, strategic human resource planning methodologies
may be used to develop a competency architecture for an organization, from
which job descriptions are built as a shortlist of competencies.
A
job description is usually developed by conducting a job analysis, which
includes examining the tasks and sequences of tasks necessary to perform the
job. The analysis considers the areas of knowledge and skills needed for the
job. A job usually includes several roles. The job description might be
broadened to form a person specification.
Or,
A
job description sets out the purpose of a job, where the job fits into the
organization structure, the main accountabilities and responsibilities of the
job and the key tasks to be performed.
A
job description has four main uses:
1)
Organization - it defines where the job is positioned in the organization
structure. Who reports to whom.
2)
Recruitment - it provides essential information to potential recruits (and the
recruiting team) so that they can determine the right kind of person to do the
job (see person specification)
3)
Legal - the job description forms an important part of the legally-binding
contract of employment
4)
Appraisal of performance - individual objectives can be set based on the job
description