HR Solutions Weblog

Renee McNally - Monday, March 29, 2010

As I begin to post this week's Human Resource Blog, my mind reels with a myriad of topics to discuss: Difficult Employees, Performance Management, ADA, Compliance on Files, Posters, etc, Policies, Recruiting, Job Descriptions, EEO, HR Practices, Discrimination, Harassment- I could go on forever. Every critical topic will be covered and a new post will be added each Monday afternoon.

Job Descriptions – Why do you need them?

It is an age old question but a critical one. Many businesses feel a job description is unnecessary, claiming “I know what my employees are supposed to do.” The real question is: Do your employees know what their actual duties are and can you prove in a court of law? Job descriptions are meant to accomplish several key things:

Specifics on expectations from your employees that they understand
Key component for performance management up to and including termination
Required for legal recruiting including, but not limited to: Physical Requirements and Work Environment
Set a standard for recruiting; ensuring questions are consistent and applicable to the job.
Used to justify accommodations made or not made for an employee with a disability

Job descriptions should be reviewed once a year along with performance reviews by both the employee and the manager.

Not sure you want to tackle this project alone or feel you need some guidance? Contact us today 443-356-4352

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