How to Write a Results-Oriented Job Description
How to Write a Results-Oriented Job Description
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.
How to Write a ResultsOriented Job Description - To learn more about this author, visit Roger Plachy's Website.
Like this article? Share it with your friends
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.
How to Write a ResultsOriented Job Description - To learn more about this author, visit Roger Plachy's Website.
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