Process of reviewing and updating job descriptions
Supervisors should also review and edit the descriptions.When conducting a job analysis, consider using a questionnaire about the tasks being performed; face-to-face interviews with the person performing a particular job as well as the supervisor evaluating his or her performance; direct observation of the employee; and log sheets detailing each task and the time spent performing it.It is Friday afternoon following a typical week of call-outs, double-booked appointments and emergencies of all kinds. By updating your documents and procedures to handle the immediate crisis, you’ll also strengthen your talent management strategy for the future.To top it off, one of your technicians just handed you her resignation. This is the first in a series of articles that discuss four key issues to help you close that revolving door for good: job descriptions and skills gaps, compensation and benefits, interviewing and recruiting.Did you advertise for one skill set when you really needed another? Job descriptions are key management documents for a host of reasons: They allow you to review performance; manage day-to-day operations; recruit, train and compensate your team; and establish appropriate expectations for the entire staff.
While reviewing a job description, you may realize that a new strategic initiative will require new skills and knowledge.
You should review your team’s current job descriptions if, since they were last drafted, you: So where do you start?