Are your job descriptions dynamic enough to drive employee performance?
In the past, human resources (HR) departments have used job descriptions mostly to support recruiting. Once the position was filled, that particular job description stuck with the employee, and a new job description was developed for the next open position. Managers and HR departments didn’t update job descriptions as employees and their roles matured in the organization. Job descriptions were only static explanations of employees’ tasks and skill sets, and contained no information about accountabilities or expected outcomes. Largely because of these limitations, companies have failed to use the information contained in their job descriptions to improve their employee performance and talent management programs.
This white paper examines the strategies, tools, and technology available for improving job description content, and ensuring it supports both the organization and its talent management processes. It draws on the expertise of Gordon Medlock, Ph.D., Senior Talent Management Consultant at HRIZONS, and Suzanne Beattie, MSN, RN, Organizational Development Consultant with St. Anthony's Medical Center.
How do you write and keep job descriptions continuously aligned with top level business goals? We can help, read more here.
What Tools will I find Inside to Help me Write more Dynamic Employee Job Descriptions:
- The Current State of Job Descriptions
- Dynamic Job Descriptions – Deciding who does what?
- The Role of Job Specific Competencies
- The Technology do you Need to Make Dynamic Job Descriptions Possible
Make sure your next job description is designed to evolve with the career path of your new talent. Click below to download it now.