Complete and comprehensive job descriptions is one of the few ways companies can distinguish themselves, as management and human resources consultants say. The failure to state the tasks and sub-tasks, as well as the performance criteria will discourage employees and will weaken the organizational culture.
“After many years of experience in human resources advisory, I can say that as less as 10% companies may have job descriptions that achieve the maximum utility in terms of efficiency and management”, said Adriana Badescu, consultant at AC&C Consulting.
Aura Cadis, consultant at Horvath & Partners said she had come across with various disparities and ambiguously authored job descriptions at more than 50% of the companies she has been in contact with.
The main reason for using job descriptions, she commented, is to meet the ISO standards, and these collateral documents due to be signed by both the employer and employee are carelessly treated and don’t serve to motivate employees.
“In large corporations, especially at multinational companies, you often come across with job descriptions translated from the parent company, too narrowly adjusted to the local organizational culture”, Cadis added.
A troublesome phrase for the employee found in the job descriptions is “The employee may be directed to perform any other tasks required by his supervisor”. This phrase, present in more than 60% job descriptions wipes out with its ambiguity all the tasks presented in its description, said Mihaela Scarlat, with Advice Human Resources, recommending to employees to react and request the elimination of the respective phrase.
In case the employee agrees with this stipulation, his supervisor can assign any job-related tasks, without any prior consultation.
Article comments "How Romanian employers write job descriptions?"
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