Job descriptions an their usefulness
An accurate job description, composed with clarify and brevity and based onthe careful analysis of the tasks performed, is essential not only for thestaffing process but for job evaluation and the full range of HumanResources functions. Without job description as a guideline, interviewing job candidates would be difficult, selecting the right person would be agamble. Performance appraisals would be more guess work, evaluations for promotions would be subject to personal rather than professionalconsiderations, selecting for training would be haphazard, and comparisonstructure might be invalid. Having a set of job descriptions doe s notautomatically solve all personnel problems. But considering how valuableand useful they are, it is surprising that many companies avoid them or arecontent to use that are too vague or too good to be meaningful.It is in this context that the following guidelines are issued so that with little practice and training the companies would be able to develop and update anon going basis their job descriptions.Job analysis :Job analysis and its importanceJob analysis is an attempt to identify the more significant features of a job.The facts developed by a job analyst are summarised in a written document,typically a job description.Job descriptions in turn provide the necessary information about the relativeworth of different jobs within the organization. Therefore, there is a closeinter relationship between job analysis and job description.