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Roger Plachy Articles

Written by: Roger Plachy

Interviewing Job Applicants: More Powerful with a Results-Oriented Job Description - Click To Read Article
Interviewing job applicants takes time, and can be legally dangerous. You can solve both problems by keeping the conversation firmly rooted in job requirements as presented in a job description. More than just reviewing basic skills, with a Results-Oriented Job Description that focuses on expected results, you can develop a conversation that probes analytical and problem-solving abilities.

Employee Training Plans: More Powerful with a Results-Oriented Job Description - Click To Read Article
Employee training is all about improving job performance. Since the job description is all about job requirements, it stands to reason that it is the best base for identifying training objectives and methods. A Results-Oriented Job Description not only defines job requirements, it more importantly highlights the results that must be accomplished, and thus, explains why training is important.

Performance Appraisal More Powerful with a ResultsOriented Job Description - Click To Read Article
Confronting employee performance problems is always tricky, but especially when the conversation deteriorates into personal behaviors and personality issues. Unfortunately, most appraisal forms are a hindrance since they include the very personal traits (initiative, attitude. etc.) that should be avoided. The solution is to keep appraisal discussions focused on objective job requirements, especially with a Results-Oriented Job Description.

How to Write a Results-Oriented Job Description - Click To Read Article
Job descriptions are necessary to communicate job responsibilities to employees, but you’ll waste your valuable time writing traditional task-oriented job descriptions. Instead, write job descriptions in a powerful results-oriented style that brings new meaning and job clarity to employees. Here’s a simple structure to use.

Job Qualifications: More Powerful with a Results-Oriented Job Description - Click To Read Article
Job qualifications are frequently vague, providing a troublesome standard for judging a job applicant’s ability to perform the job. “Must have an outgoing personality.” No help here. The job description already states job requirements, in concrete terms, so don’t waste time rewriting qualifications. But if you want a more powerful way to clarify job qualifications, use a Results-Oriented Job Description.

WouldBe Entrepreneurs Need a Job Description - Click To Read Article
Wanting to be an entrepreneur and being one is separated by a huge commitment and lots of work. You can’t afford not to have your targets clear and your actions organized. In short, you need a job description. Here’s a guide to channel your thinking and actions.

We Believe in Job Descriptions, But They Have to be Results-Oriented - Click To Read Article
“Please don’t make me write a job description; I’ve got better things to do.” No you don’t if you want to be an effective communicator. No job description, no clear expectations, and then you’ll spend your time cleaning up messes from misunderstandings. But all job descriptions do not communicate equally. Only a Results-Oriented Job Description focuses away from tasks and instead on results that need to be accomplished.

Orienting New Employees: More Powerful with a Results-Oriented Job Description - Click To Read Article
Teaching new employees what they need to know about their jobs will be more efficient when organized around job requirements as described in a job description. New employees are usually eager to learn, and want to do a good job, but they need an efficiently organized process, otherwise they’ll just get confused. Furthermore, not only do they want to learn what to do, they also want to know why they are performing job tasks. This is where a Result-Oriented Job Description comes in.





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