The job description is one
of the most detailed documents composed and administered by your Department
of Human Resources. Its’ purpose is to define the tasks, functional
assignments and skills that the Associate is to demonstrate. It
further outlines the manner by which tasks are to be executed and demonstrated.
Bored and overwhelmed by its’ wordiness, its’ content serves in
the best interest of the Workplace and the Associate. It is the
manuscript that directs the Associate’s daily movement, its’ existence
defines the importance of the job, and its’ contribution to the overall
workplace performance and bottom line success. As this article title
lends, its’ purpose is to describe the; who, what, when, where and
how of an Associates job.
Recently I read a blog which
stated that the job description of Michael Eisner former CEO of Disney,
included “trash collecting”. Remarkable or expected?! Let
us imagine and wonder about the magnitude of such an act as he walked
through Disney Parks, Hotels and Restaurants and may have picked up
a piece of candy wrapping paper and disposed of it in the nearest trash
bin. This leads to two questions for water cooler dialog; first
what does this say about Michael Eisner’s values, the CEO who collects
trash and second; what does this say about the Disney organizational
Questions for the Workplace:
Is there a job
description for each job function?
Are the job descriptions
current; reflecting what is to be done and how it is to be done?
Does the job description
dictate the relevance of the job, ensuring that there are no overlaps?
Questions for the Associate:
Do have a copy
of your job description?
Do you understand
and agree to its’ content?
Are your skill
sets and personality aligned with the required job function?
Workplace leaders, influencers
and motivators; if you are succeeding at the above, well done! Continue
to update and distribute to Associates their job descriptions as functions
are enhanced and developed.
If your Workplace is not
succeeding in the above areas, consider implementing a performance improvement
initiate coordinated by team leaders along with Human Resources to compose
job descriptions for all existing job functions.
If you are a small business
without an operating Human Resources Department, I recommend that you
either seek the services of Human Resource Consultant or utilize the
many e-templates that serve as an excellent guide to get you started.
first responsibility of any leader is to define reality”
Chairman Emeritus of Herman Miller, Inc.
Copyright @ 2010 Kaylus Horton
If you are an Associate who
would gain from coaching or; if your Workplace would benefit from consultation
or executive coaching in relation to this article or otherwise, please
contact me at
and let us dialog about how best to serve your agenda. Specialties
for the Workplace and Associates include, mission and vision statement
composition, priorities and values, strategic planning, workforce re-alignment,
career and productivity coaching.
Kaylus Horton is a Path™
Coach who facilitates learning and discovery for focus, balance and
movement. For more information about Kaylus and her coaching services