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.
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.
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.
A job description may include relationships with other people in the organization: Supervisory level, managerial requirements, and relationships with other colleagues. 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 the future, such as possible promotion routes and conditions.
write job description
job duties list
job description and job specification