Job Descriptions: a Necessity to Customize
Description:
Upper Saddle River, N.J. – February 15, 2006 – It has become increasingly important to update job descriptions specific to employee’s actual duties rather than being paid for their title alone. Having a job description lays out the clear understanding of the employee’s duties and responsibilities.
Content:
Upper Saddle River, N.J. – February 15, 2006 – It has become increasingly important to update job descriptions specific to employee’s actual duties rather than being paid for their title alone. Having a job description lays out the clear understanding of the employee’s duties and responsibilities. However, simply having a description given to a title upon hiring is not enough in order to accommodate a company’s needs efficiently. Therefore, handing out position description questionnaires (PDQs) to each employee and asking them to explain their duties, skills, education, etc. in detail will help management decide on whether or not to change the employees’ responsibilities or make steps to rightsize, downsize, or even promote an employee.
The need for a PDQ is very important in order to have a company function with a successful and comprehensive environment. The PDQs educate management on:
* Performance measures
* Organize accountability within departments
* Identify hiring measures should there be a need to fill the position
* Eliminate the duplication of responsibilities, and provide legal protection when hiring with respect to disability accommodations, and so forth.
Compensation Resources, Inc. is proud to introduce a new service to help make the process of defining the positions more accurately, professionally, legally, and most of all, more appropriately to the company’s industry and philosophy. This service will streamline the client’s needs more quickly and get the information to the clients.
Author: Paul R. Dorf, Ph.D., APD
About Author:
Paul R. Dorf is the Managing Director of Compensation Resources, Inc. He is responsible for directing consulting services in all areas of executive compensation, short and long-term incentives, sales compensation, performance management systems, and pay-for-performance salary administration. He has over 40 years of Human Resource and Compensation experience and has held various executive positions with a number of large corporate organizations. He also has over 20 years of direct consulting experience as head of the Executive Compensation Consulting Practices for major accounting and actuarial/benefit consulting firms, including KPMG, Deloitte Touche Tohmatsu (formerly Touche Ross), and Kwasha Lipton.
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