A Title and Expectations are Only as Good as it Has Been Defined

Job Descriptions


A well written job description attracts the right candidates and equips current employees with the direction they need to excel.  

It brings a level of consistency to positions.  

Employees know what to expect of the job and what their employer expects of them. 

For each employee, a good job description helps the incumbent to understand:

  • Their duties and responsibilities
  • The relative importance of their duties
  • How their position contributes to the mission, goals and objectives of the company

For the company, good job descriptions contribute to organizational effectiveness by:

  • Ensuring that the work carried out by staff is aligned with the company's mission
  • Helping management clearly identify the most appropriate employee for new duties and realigning work loads

Job descriptions are also the foundation for most HR management activities, such as:

  • Recruitment
  • Selection
  • Orientation
  • Training
  • Supervision
  • Compensation
  • Performance Management
  • Legal Defense

Job Analysis


If your organization does not have job descriptions or if your job descriptions are out of date, the first task is to conduct a job analysis.  

What is Job Analysis?

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 purpose of job analysis is to provide the information necessary for writing job descriptions.  Job analysis information can also be used in the job evaluation process, which is the process for assigning value to a job for the purpose of setting compensation. 

Types of Job Analysis

The types of information collected during job analysis will be specific to each company. However, typical kinds of information that are gathered are:

  • Summary of duties
  • Details of most common duties
  • Supervisory responsibilities
  • Educational requirements
  • Special qualification
  • Experience
  • Equipment/tools used
  • Frequency of supervision
  • Others the incumbent must be in contact with
  • Authority for decision making
  • Responsibility for records/reports/files
  • Working conditions
  • Physical demand of the job
  • Mental demands of the job

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