CHAPTER 7
JOB DESCRIPTION
Of all the tools available to assist management coordinate and direct employee efforts, possibly
none has been more properly used than the job description. Job descriptions that are properly developed
and maintained, however, have the potential of being one of management’s most valuable and powerful
instruments. A current and accurate job description protects both employer and employee. It is a
communication device that informs all interested parties exactly what the job is and what it is not. It is a
key link to job evaluation and performance appraisal. A major hurdle facing compensation management
is how to increase and improve employee involvement in the development and updating of the job
description.
The need for accurate and precise recognition by both supervisor and incumbents of what the
incumbents are to do and are doing will become increasingly important. The position/job description will
truly become a deed to the job. It will be the basis for establishing not only the worth of the job (job
evaluation), but the contributions of the incumbent (performance appraisal).
KEY CONCEPTS:
2. The elements of a job description.
4. The relationship between job specifications and the particular job evaluation method used by
5. The increasing value and use of word processing and computer-based
SIGNIFICANT POINTS OF INTEREST
1. A job description is like a deed to a piece of property. It describes what the job includes and
2. Recognizing what occurs when a well-written, valid job description is available, it then
3. Like job analysis, job descriptions have a wide variety of uses within an organization.
(3) hiring and placement, (4) orientation, (5) training and development, (6) job evaluation
5. Job descriptions are critical documents when complying with government requirements or
for collective bargaining negotiations or in resolving grievances.
7. The sections of a basic job description are (1) identification, (2) summary, (3) definition
8. The Dictionary of Occupational Titles provides general job information and titles that may
be helpful to a job analyst prior to writing the job description.
9. Job specifications identify the human qualities necessary to adequately perform job
11. A well-written job description should be precise, easy to read, factual, and contain sufficient
information to adequately identify all major requirements of the job.