Typically, organizations use their human resources or personnel department to create job description templates. In some cases however, a departmental group, a manager, or another individual (usually the direct supervisor of a position) might be responsible for creating one. In any case, make sure the creator of the template is familiar with the company’s or organization’s needs.
Properly written job position descriptions are often the only document that totally define what a role is, what skills are required to perform it, and where the role fits in an organization. This makes it simple to identify candidates that are a good fit for the role and also to hold candidates accountable if they are not performing essential duties that are required in the role.
Think of this as describing the purpose of the position, and its role within your company or organization as a whole. A job summary will briefly acknowledge the fundamentals of the position, so leave space on your job description template to answer.
The process of developing job descriptions often sheds light on the nature of a job as well as suggests that there are alternative methods of performing essential job tasks. Job analysis may help encourage management and staff to work together in identifying and streamlining the essential and marginal job functions.
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