Tag: position descriptions

Writing Position Descriptions (a “PD”) may feel like a drag… and you may ask yourself, do we really need position descriptions? – otherwise known as Job Description or JDs! We are here to tell you, yes you absolutely need them! In any well-organised workplace, PDs are more than just formalities; they are essential tools that contribute to both organisational success and employee satisfaction.

We think PDs are vitally important and should come hand in hand with any employment agreement (but shouldn’t be within the employment agreement). PDs outline the roles, responsibilities, and expectations associated with specific jobs. And while they might seem like just another administrative task, their impact on a company’s operations and culture is immense.

Let’s be honest though, they don’t need to be elaborate documents to be useful – in fact, here at Industryus HR, we are VERY big fans of simple PDs.

Here are seven key points that highlight the importance of position descriptions in the workplace:

1. Clarifying Expectations and Responsibilities

One of the primary reasons for having detailed position descriptions is to clarify what is expected of each employee. When employees understand their specific duties, objectives, and how their role fits into the larger organisational structure, they are more likely to perform efficiently and effectively. Without a clear position description in place, employees might struggle with ambiguity, which can lead to confusion, decreased productivity, and frustration.

2. Enhancing Recruitment and Selection

Position descriptions are helpful tools in the recruitment process. A well-crafted position description helps attract candidates who are not only qualified for the role but also aligned with the company’s needs and culture. Position descriptions provide a clear picture of what the job entails, which helps potential applicants to assess whether they are interested in the role and if the role is a good fit. This alignment can streamline the hiring process, reducing the time and cost associated with finding the right people for the job.

3. Supporting Performance Management

Position descriptions serve as a benchmark for evaluating employee performance. They outline the key responsibilities and objectives that employees are expected to meet, providing a standard against which performance can be measured. This helps to make performance reviews objective and fair, as both the employee and the manager have a clear understanding of the expectations associated with the role.

4. Facilitating Professional Development

Clear position descriptions also play an important role in professional development. By understanding the requirements and responsibilities of their current roles, employees can identify areas where they may need to improve or gain additional skills. This information is helpful when setting career goals and creating personalised development plans. Additionally, detailed descriptions can help employees see potential career paths within the organisation, which can be motivating and contribute to higher employee retention.

5. Ensuring Legal and Regulatory Compliance

Having accurate position descriptions is important for legal and regulatory reasons. Clear documentation of job roles and responsibilities helps to ensure compliance with labour laws and regulations. Position descriptions can be crucial in defending against employment-related claims or disputes, as they provide evidence of what was expected from an employee and what they were hired to do.

6. Promoting Organisational Efficiency

Position descriptions contribute to overall organisational efficiency. They help in outlining roles and avoiding overlap or duplication of responsibilities. This supports better coordination among team members and different areas of the organisation, leading to smoother operations and more effective collaboration across the board. By ensuring that each employee knows their specific role and how it integrates with others, companies can operate more cohesively and avoid potential conflicts or misunderstandings.

7. Job pay grading 

One of the most critical reasons there should be a position description for each role is to determine the correct minimum pay. Modern awards have pay classifications that outline what responsibilities are required for that particular pay level. Employers should not attempt to guess the correct classification. Rather, they should use an up-to-date position description to determine which pay classification aligns most closely with the role. When employers fail to use position descriptions as a guide, they risk underpaying employees.

Employers should provide position descriptions for all employees. PDs are much more than administrative necessities; they are essential to the successful functioning of any organisation. They provide clarity, enhance recruitment, support performance management, facilitate professional development, ensure legal compliance, and promote efficiency.

Investing time and effort into creating and maintaining accurate position descriptions is a strategic decision that will pay dividends in productivity, employee satisfaction, and overall organisational success.

If you don’t have position descriptions or think it might be time to review or update your current position descriptions contact us at Industryus HR. Our experienced HR Consultants would be happy to discuss your needs and explore how we can assist you and your business.

FY2019 is just around the corner and many businesses have either already commenced planning and budgeting or are about to start thinking about it. Have you thought about HR Support ?

It’s very common for small businesses to lack proper and compliant human resources practices, and it can seem overwhelming when thinking about where to start. The good thing is that it doesn’t take too much to get your HR basics in order. So, for those business owners who are ready to put some focus into HR to help decrease exposure and improve workplace productivity, below are three suggestions which are valuable whether your business has 1 or 100 employees.

1. Implement employment agreements for all employees (including casuals), or have an audit of your current employment agreements conducted to ensure your business is protected.

2. Have position descriptions drafted for all positions so that there is clarity about what each role does, where each role fits, and what each role’s purpose is within the business.

3. Get essential employment policies in place such as a strong Code of Conduct and a clear Discrimination and Harassment policy so that employees know what is expected of them and to reduce your business’ exposure to claims.

If you would like assistance with HR Support, Industryus HR specialises in all three areas and can make it a simple and pain free process. Contact us on 07 5655 4047 or click here for a free and no obligation quote, tailored to your business requirements.