How to make a job description in the shortest possible time
Job description should not motivate!
One of the most common misconceptions regarding the job description is due to the fact that for many labor specialists, it seems to be something of a constant motivator for staff. In fact, this is not true. The main task of the job description is not to motivate subordinates, but to bring to their attention the specifics of the work that they will perform. Therefore, in order to make up the job description correctly and in accordance with the current legislation, it is necessary to exclude from it all expressions and speech formulas denoting calls and wishes. These include, for example, “employee must,” “employee should,” and so on.
In order to make up a job description correctly, it is necessary to determine the number of its sections.
Typical job description consists of at least three sections - general provisions, goals of work and functions of specific employees. However, this structure is not fixed, mandatory for adoption by all companies and enterprises. To change the number of sections in the job description, to make certain adjustments in them is an inalienable right of business entities.
So, the section “General Provisions” contains general information about the enterprise, reflects its structure. In fact, this section does not in any way affect the activities of the company; therefore, it is not worth spending too much time on its compilation. But lawyers and labor specialists of the enterprise should work hard on the section “Goals and Objectives of Work”. It should set out the ultimate goals of each employee of the enterprise. In order to make up a job description correctly, the work objectives of each subordinate must be enclosed within a specific time frame.
The legal adviser of the enterprise can make up the job description correctly.
The most important section of any job description is "Functions". It should occupy at least 70 percent of its volume. It is precisely in it that the functions of each employee are clearly prescribed, and his area of responsibility is determined. It should be drafted by experienced legal advisers based on the needs and specifics of the enterprise. Ideally, the “Functions” section they compiled should be exhaustive, that is, cover all actions that an employee can perform during her work.