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Columns : Coaching for the Workplace - Kaylus Horton Last Updated: Feb 6, 2017 - 2:32:04 PM

The Job Description: The Manuscript for the Who, What, When, Where, and How
By Kaylus Horton, Path™ Coach
Feb 16, 2010 - 2:27:28 PM

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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 culture?  

Questions for the Workplace:

  1. Is there a job description for each job function?
  2. Are the job descriptions current; reflecting what is to be done and how it is to be done?
  3. Does the job description dictate the relevance of the job, ensuring that there are no overlaps?

Questions for the Associate:

  1. Do have a copy of your job description?
  2. Do you understand and agree to its’ content?
  3. 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.  

“The first responsibility of any leader is to define reality”

Max DuPree, 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 coaching@renaissancebahamas. com  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 visit www.renaissanebahamas.com

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Coaching for the Workplace - Kaylus Horton
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