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A 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,^[1] 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.

Creating a job description

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 may be known as Terms Of Reference

Roles and responsibilities

A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.

Goals

A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.

Limitations

Prescriptive job descriptions may be seen as a hindrance in certain circumstances:^[2]

Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;
Job descriptions may be too inflexible in a rapidly-changing organization, for instance in an area subject to rapid technological change;
Other changes in job content may lead to the job description being out of date;
The process that an organization uses to create job descriptions may not be optimal.

References

^ Torrington & Hall. Personnel Management: A New Approach. Prentice Hall International. p. 205. ISBN 0-13-658501-9.
^ Ungerson, 1983

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[1] Torrington & Hall. Personnel Management: A New Approach. Prentice Hall International. p. 205. ISBN 0-13-658501-9.

[2] Ungerson, 1983

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 {{Refimprove|date=March 2009}}
-A '''job description''' is a list that a person might use for general tasks, or functions, and [[Moral responsibility|responsibilities]] of a position. It may often include to whom the position reports, specifications such as the [[wikt:qualification|qualification]]s or skills needed by the person in the job, or a [[salary]] range. Job descriptions are usually narrative,<ref>{{cite book|last=Torrington & Hall|title=Personnel Management: A New Approach|publisher=Prentice Hall International|isbn=0-13-658501-9|pages=205}}</ref> 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 a list that a person might use for general tasks, or functions, and [[Moral responsibility|responsibilities]] of a position. It may often include to whom the position reports, specifications such as the [[wikt:qualification|qualification]]s or skills needed by the person in the job, or a [[salary]] range. Job descriptions are usually narrative,<ref>{{cite book|last=Torrington & Hall|title=Personnel Management: A New Approach|publisher=Prentice Hall International|isbn=0-13-658501-9|pages=205}}</ref> 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 [http://topjobdescriptions.com job descriptions] are built as a shortlist of competencies.
 ==Creating a job description==
-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 may be known as Terms Of Reference
+A [http://topjobdescriptions.com 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 [http://topjobdescriptions.com job description] might be broadened to form a [[person specification]] or may be known as Terms Of Reference
 === Roles and responsibilities ===
-A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.
+A [http://topjobdescriptions.com job description] may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues.
 ===Goals===
-A job description need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.
+A [http://topjobdescriptions.com job description] need not be limited to explaining the current situation, or work that is currently expected; it may also set out goals for what might be achieved in future.
 ==Limitations==
-Prescriptive job descriptions may be seen as a hindrance in certain circumstances:<ref>Ungerson, 1983</ref>
+Prescriptive [http://topjobdescriptions.com job descriptions] may be seen as a hindrance in certain circumstances:<ref>Ungerson, 1983</ref>
 *Job descriptions may not be suitable for some senior managers as they should have the freedom to take the initiative and find fruitful new directions;
 *Job descriptions may be too inflexible in a rapidly-changing organization, for instance in an area subject to rapid technological change;
-*Other changes in job content may lead to the job description being out of date;
+*Other changes in job content may lead to the [http://topjobdescriptions.com job description] being out of date;
-*The process that an organization uses to create job descriptions may not be optimal.
+*The process that an organization uses to create [http://topjobdescriptions.com job descriptions] may not be optimal.
 ==See also==