Much More Than A Necessary Evil: Job Descriptions

Job descriptions for the personal development and job descriptions are considered the performance evaluation in many companies rather necessary evil due to the supposedly high administrative maintenance effort, whose only raison d’etre consists only in a normative requirement of the ISO 9001. But far from! Job descriptions are written descriptions of jobs by means of which work objectives, tasks, skills, authority and representatives are recorded accurately. In the literature, as well as in entrepreneurial practice there is no standard for job descriptions has established itself, making variations to be found en masse. In terms of content can a job description following information contain the description and characterization of a job in the company, the individual duties and responsibilities of the jobholder, by the Jobholder to bring skills and qualifications and organizational involvement in the companies with supervisors and management responsibility. In many companies, the basic tenor, is that it is at Job descriptions is just an annoying rules, which generates no added value for the company and its employees except for a high administrative burden.

As a result, numerous outdated job descriptions languish unnoticed in the cabinets of the company itself, which no longer match the points actually to describe. Job descriptions bringing a benefit should not be underestimated in terms of the personnel policy! Job descriptions constitute the basis for hiring and training new employees. They also supported the identification of training needs in the company. Both employees / Jobholder, as managers also benefit from existing, current job descriptions with regard to their training and basic orientation in the company. A job description lists all set requirements on the respective jobholders in terms of competences and qualifications, which the employees required to meet this point high. Matched by a resilient and consistent indicators for the human resources development are generated with the actual skills of the employee and the Delta, where appropriate, arising from this.