How to Use Results-Oriented Job Descriptions
Job Descriptions should be shown to employees the moment they arrive for a job interview so that the organization’s requirements and expectations are clear. Because Job Descriptions form the basic employment relationship between employer and employee, Job Descriptions should be used as the focal point for all employee management actions:
- creating sound, legal, and job-specific management actions
- writing help wanted ads
- interviewing job applicants
- hiring new employees
- writing employment contracts
- complying with ADA
- orienting new employees
- defining desired outcomes with job standards
- training employees
- setting goals and objectives
- appraising performance
- paying employees according to the worth of their jobs
- confronting personal behavior issues
- promoting employees
- disciplining employees
- terminating employees
- establishing a cornerstone for a results-oriented management strategy
Job Descriptions, along with our other products—job standards, job objectives, job-specific employee management forms, and job evaluation—are an integral part of a total Results-Oriented Management Strategy.