A job description lists general activities, functions, and responsibilities that someone may use. It might often contain information such as who the position reports to, requirements such as qualifications or abilities required by the employee in the position, or a salary range. Job descriptions are generally narrative, although they may also be made up of a straightforward list of competencies; for example, strategic human resource planning techniques may be used to create an organization’s competence architecture from which job descriptions can be created.
A job description generally includes:
- Job title
- Department or function to which the job belongs
- Reporting relationships (to who the job reports)
- Objectives and purpose of the job
- Primary responsibilities and duties of the job
- Key result areas (KRAs) or performance indicators (PIs)
- Specific skills and knowledge required for the job
- Work conditions (travel, hours, environment)
- The salary range for the position.
The employer or employee could create a job description. It is used to determine the duties of a particular job and what abilities and skills are needed to perform it. It also specifies working conditions, salary range, etc. A job description can help clarify an employee’s expectations in a given position and identify potential training opportunities. Sometimes, a job description may also be used as part of the performance review process.
A job description lists a position’s general tasks, functions, and responsibilities. It may often include to whom the position reports, specifications such as the qualifications or skills needed by the person in the job, or a salary range.