Organisations need people to play certain roles and Job Descriptions (JDs) provide this clarity. JD forces the organization to think about the purpose of the job itself, results expected, responsibilities, desirable behaviours, and the skills required.
JD, when updated periodically to reflect changing job requirements, becomes a dynamic tool to guide employee performance and behaviour
Its important to align jobs to organisation's mission and clearly spell out their purpose as to why does a job exist? When these reflections are incorporated into the JD, it becomes truly inspirational. Employees are able to see their contribution meaningfully and all this adds up to employee performanc.
JD provides link to performance management system on one side and leaning & development on the other. Very importantly, it mandates forecasting future skill requirements so that both the employee and the organization make efforts in that direction.
Job Crafting: What & Why?
Job Crafting allows a job incumbent to reflect on his/her job, and design it to better suit their values, strengths, and passions, to make it more fulfilling, enriching, enjoyable, and effective.
Over time, jobs tend to drift or employees no longer find them fulfilling. Job Crafting allows job to be crafted along three dimensions:
Task crafting: taking on fewer or more tasks; or changing their scope
Relational crafting: reviewing and redefining the extent and nature of interactions
Cognitive crafting: Seeking meaning out of the tasks,roles or job as a whole
Employees working in teams can find it very useful as they get a chance to work on this process of job crafting with their peers, and the team leader, making sure that the overall system remains in harmony.
Happy employees make a more productive work environment, raising both individual and group performance.
Job Description Process
Right Culture follows a systematic process to craft Job Descriptions.It starts with understanding organisation's mission, how employees view their jobs, tasks, and the nature of their interactions as well as the results expected.
Through a critical reasoning, these ideas are refined to reflect job's purpose, roles, results , and responsibilities.
Finally, it is important to understand the values or the behaviours that really matter, and distill them down to actions that uphold those values. JD is complete when the skill requirements are added with a clear description of what skills would be needed in future?
The final product must meet the criteria of clarity and whether it would inspire the employee to elevate his/her performance?
Job Crafting Process
In a workshop style setting, employees first depict their present jobs, clearly segregating them into tasks that consume most time and energy, those consuming medium time and energy, and those consuming least.
Then they reflect on their values, strengths, and passions, thus setting the stage to review each task. In the light of values, strengths, and passions, they craft their tasks redefining priorities and relationships. Finally, they put these tasks together in a manner they accomplish something meaningful along with the interactions.
These roles then form the new job, as envisioned by the job incumbent, and is thus ready to take concrete steps in that direction, to make it a reality.
Inspiring Job Descriptions