You may find it useful to leave a section on your template to be used for detailing the supervision of a particular position, and/or the extent to which it is supervised. This can help an individual understand who he or she would report to while performing a particular position, and the role of the position within the hierarchy of a company or organization.
Additionally, job descriptions are handy for both employees and managers: after hiring, both can refer back to the responsibilities and other information to gauge how well they’re doing their job and whether they’re matching expectations.
Whether to use job descriptions usually depends upon a number of factors, including employer preferences and resources. Employers should look at relevant rules and regulations, the size and type of organization and industry, hiring practices, and current employees.
According to Torrington, 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. According to Hall, the job description might be broadened to form a person specification or may be known as "terms of reference". The person/job specification can be presented as a stand-alone document, but in practice it is usually included within the job description. A job description is often used by employers in the recruitment process.
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