Writing a job description is a necessary but uninspiring task.
We don’t think much of the typical human resource management job description that merely details tasks and duties. Such a job description is a poor tool for a manager.
Instead, invest your time in a more powerful, rewarding, and thorough Results-Oriented Job Description because it focuses on important key results that an employee must accomplish as a result of having performed required tasks and duties.
Ask not, “What should she do?” Instead ask, “What should she accomplish?” For example, write this way:
HELPS CUSTOMERS by answering the telephone.
Helps customers is the focus. Obviously, the employee needs to be proficient at operating the telephone answering system, but the spotlight needs to be on the customer. In a task- or duties-oriented job description, the focus is not the customer.
A three-line structure and the expected result in boldface caps is the best format to highlight results. Related tasks can be easily and logically grouped to make more sense under a single result, such as:
RESPONDS TO CUSTOMER INQUIRIES by understanding inquiry; reviewing previous inquiries and responses; gathering and researching information; assembling and forwarding information; verifying customer understanding of information and answer.
Employees understand and appreciate uplifting results. With a clearer knowledge of where they’re headed, employees can get more involved in their jobs and make better decisions when faced with unexpected demands and opportunities. A results orientation rather than a task orientation clarifies values, fosters surer commitment, and promotes efficiency.
Follow these simple steps to write a Results-Oriented Job Description:
1. Identify job responsibilities.
2. Group responsibilities into key areas.
3. For each key area, think about WHY the job tasks are performed; identify the outcome that must be accomplished as a result of performing the tasks.
4. Describe key job responsibilities using the results-by-duties, three-line formula as above: start with a concrete, active verb for the result on the first line; insert the connecting word “by” on a second line; use an “ing” verb for the tasks in the third line.
Clearer job expectations improve human resource management. A Results-Oriented Job Description not only defines tasks and duties but more importantly expresses your unique organization values, expectations and requirements.
To learn more about this author, visit Roger Plachy's Website.
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Roger Plachy
(Visit Roger's Website)
Roger Plachy and Sandy Plachy are a
husband-wife human resources management
consulting team.
Their interest in results-oriented
thinking and managing employee performance
led them to establish the Job Results
Management Institute, and to create the
Results-Oriented Job Description. At www.jrmi.com they
offer the world’s largest database of
results-oriented job descriptions.
They have also responded to management’s
need to keep employment actions centered
on job requirements instead of
personality, creating management forms
tailored to each job description, for
interviewing, orienting, training, and
appraising performance.
Free family job descriptions on their site
bring a results-orientation to non-work
aspects of life.
Roger and Sandy consult with all types of
organizations worldwide, and are authors
of the books, Results-Oriented Job
Descriptions, More Results-Oriented Job
Descriptions, Performance Management, and
Building a Fair Pay Program. Roger also
wrote: When I Lead, Why Don’t They Follow?
At
www.results-orientedthinking.com, they
offer commentary about their
results-oriented management approach.
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Complete
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