HUMAN RESOURCE MANAGEMENT

Assignment # 04

Madeeha Saeed
16-ARID-712
 1. Do you think companies can really do without detailed
job descriptions? Why or why not?
Providing employees with job descriptions is always a good practice. They provide employees
with management expectations of their performance on the job. They also provide performance
standards both the employee and management can measure to determine an employee's success
in a position. Finally, they provide education, experience, and physical performance standards of
a job.

Most people are familiar with the term job description. It is the document that outlines items
such as job responsibilities, experience, education, skills, etc. A dreaded document that most
managers hate to prepare or fail to see the overall importance of having such a list. But what
most managers do not understand is that a job description is an essential component of a
successful people strategy.

First, job descriptions provide clarity and outline expectations. They help employees understand
the fundamental framework for their job. Without job descriptions employees find themselves
interpreting the job as they see fit, bogged down in a quagmire of tasks that may not be job-
related or do not add value to the business strategy. Employees don’t have a clear focus on where
they should spend their time or what tasks are the most important if it is not provided in a job
description.

Second, job descriptions are a valuable tool in the recruitment process by specifically outlining
job duties to applicants. They provide a road map in identifying qualified candidates so that you
can hire the best talent. Applicants understand the core responsibilities of a role when they apply
and therefore, understand what they’ll be expected to do once hired.

Third, job descriptions assist managers during performance reviews to accurately evaluate an
employee’s ability to perform his or her job. Many managers struggle with performance reviews
and see them as creating conflict. The job description can lessen the appearance of conflict by
providing objectivity in assessing employee performance against the defined responsibilities of
the job. Compare employee actions to job specifications and voila, an accurate assessment of
performance.

Lastly, job descriptions help ensure legal compliance with regulations such as the Americans
with Disabilities Act and the Fair Labor Standards Act. Employers often find themselves in
situations where an employee asks for an accommodation based on a disability or argues that he
or she is eligible for overtime pay. Job descriptions can serve as the first line of defense when
questions arise regarding these situations.
Still not convinced that you need job descriptions? Having job descriptions can be the difference
between winning or losing (paying hefty fines and/or penalties) employment related legal battles.
This means that job descriptions could save you thousands, even millions of dollars in legal fees
and settlements. Whether unemployment or unfair employment practices claims, job descriptions
could be your best defense in giving yourself more leverage against such claims.

One unpopular opinion state that the traditional job description is outmoded and
counterproductive in today’s workplace. If you want responsible, thinking employees with
initiative, then get rid of their detailed job descriptions. Tell your employees what you expect of
them, provide them with the appropriate orientation and ongoing training and let them get the
“work” done rather than a narrow list of tasks. This is a far more successful approach to
productivity, quality, safety, and customer service. It is also the best defense for any Risk
Management; employees that can and are allowed to think prevent far more problems than
detailed job descriptions and other bureaucratic policies and procedures.

2. In a company with only 25 employees, is there less

need for job descriptions? Why or why not?
It depends on the company just almost certainly for some roles.

My role couldn't even be written in a job description as I have too many responsibilities but I'll
also have to do anything. to get the job done even if it has nothing to do with my “normal” work.

On the contrary, for some of the other people in the company they have a very clear set of
responsibilities. It's much more precise and with a much, much smaller scope.

Having a job description for those roles would be beneficial in my opinion to make expectations
clear for them.

Most people need guidelines. Job descriptions define them.

Most owners of businesses with fewer than 25 employees are usually unaware of all they do, and
too often expect employees to just “fill in” needed holes as the need arises. A job description
helps the owner focus on the employee’s needs.

It also gives evidence if you need to fire someone for nonperformance.

So, one may say that Providing employees with job descriptions is always a good practice. They
provide employees with management expectations of their performance on the job. They also
provide performance standards both the employee and management can measure to determine an
employee's success in a position. Finally, they provide education, experience, and physical
performance standards of a job.