Job analysis is a process for systematically collecting information to help you fully understand and describe the duties and responsibilities of a position as well as the knowledge, skills and abilities required to do the job.The aim is to have a complete picture of the position - what is actually done and how.The objective of a good job description is to diﬀerentiate the job (or group of jobs) from other jobs and to set its outer limits.Job descriptions are critical to the recruitment process.In the January 2013 issue of the Society of Human Resource Management magazine, an article by Kathryn Tyler called, "Job Worth Doing: Update Descriptions" talks to the importance of keeping updated job descriptions. Kannisto, director of talent management and acquisition at JLG Industries in Hagerstown, Maryland, explained to Tyler that, "With the compliance environment and legal implications, the stakes are a lot higher for job descriptions to be crystal clear with essential responsibilities.Tyler interviewed many individuals on their perceptions of job descriptions. If you have a measure of performance that doesn't appear on the job description and you have a case brought against you, depending on the agency [involved], there could be punishment." Likewise, Janet Flewelling, director of HR operations at Houston-based Insperity, noted, "If you don't keep it up-to-date and you have [an employment] claim against you, that non-updated job description can do as much damage as a good one could benefit you.
This will ensure that every description matches the current job responsibilities, and the candidates your organization recruits match your needs and expectations for the job.Position descriptions are important tools that can help you manage employees’ performance and set expectations.Use the following resources to help you understand the difference between position descriptions and job descriptions, and learn how to write effective position descriptions.The HR Council has developed job profiles for key positions in small organizations that are available for you to use and adapt for your own use.For each employee, a good job description helps the incumbent to understand: If your organization does not have job descriptions or if your job descriptions are out of date, the first task is to conduct a job analysis.