Job Analysis & Planning

When we look at job descriptions, they are arguably one of the most important aspects of having positions in the company. I've seen this referenced in several places (lectures and our book) that a company absolutely has to start with well-written job descriptions, as they are the building blocks here, or the founding base of the positions themselves. Especially in Tyler's article "Job Worth Doing," they not only have to be done well, but updated regularly. If things get outdated or don't fit the current tenets of the job description, it is possible to get into legal trouble or otherwise with the government and disgruntled employees. While I may not have any experience creating or updating these job descriptions, I have plenty of experience in how they have been used on the "lower levels" of hiring. Since I became of hiring and working age, I have been through lots of different positions, and it is funny how they all look the same on paper- even though they were not all the same. Well one exception- working in customer service call centers, just under two different companies- but otherwise the same thing. My current job is the longest I have been at one place- four years- and I still hesitate to call it a career, because I'm not 100% if that's what I want to continue to do- but I can say also the job descriptions make a difference. As I'm speaking mainly from my current job, I think I've seen the current job description updated twice in the time I've been here; I was promoted once, and that helped me feel better about the extra responsibilities I'd been given- the new job title and description fit my current job better. However, I'm sure they could all be given an update here. Another big note on the job satisfaction here (as I'm sure it is for a lot of places) is the pay stagnation- as the economy continues to change with inflation and other factors, yet pay rates stay the same or have barely seen change. A great example of this change is in our article "These Businesses Found A Way Around the Shortage"- noticing significant differences in simply the number of applications by changing the rate of pay available; not because they were trying to be competitive (which I'm sure it did help in that manner), but because they were trying to take care of their employees. It becomes a chain of events- employee satisfaction goes up, so does customer satisfaction, so does profits for the company, which will go back to the employees and the economy, etc.. but it starts with the job description- the duties and skills and planning, all the necessary details needed broken down into each document for each position- and everyone gets better with knowing exactly what is expected of them and what they can do to better themselves, and speak with the management to modify the job description if so desired or needed- planning is a necessary part of each position and job description.