Nearly every disagreement on performance centers on differences between what the employer wants and what the employee actually delivers.
To fairly and effectively resolve these disagreements, have properly defined job descriptions. Use written job descriptions to communicate to prospective candidates the responsibilities of the job. They will also serve as your reference guide when you are determining if a person is performing well.
Here is sample content for a job description:
- Overall purpose of the position—what it will do for business
- Duties and responsibilities—could be divided according to functions such as organization, management, client service, financial analysis, operations, technical expertise, etc. Within duties and responsibilities, list goals, expectations, outcomes and results expected
- Knowledge required—what you expect the employee to already know
- Experience, skills and attributes—what you expect the employee to already possess, demonstrated in previous positions
- Authority—the level of authority this person would need to take
- Classification of employee—exempt or non-exempt
My team and I are dedicated professionals who through honesty, caring and desire, provide our clients the tools and processes for sensible, appropriate human resource management, for recruiting the right person for the right job, for coaching people to do better and to direct energies for increased business and personal results.