Amber Rogers
Westwood College
Principles of Human Resource Management

Job descriptions are the definition of an employees or future employee’s position and responsibilities. It is basically a written informative of the position at hand and allows for job seekers to know whether or not they are qualified for the company’s opening. A company can effectively use descriptions by placing them in their hiring ads on-line and in the newspaper. When a job seeker sees a description of a job they are more apt to call because they will know if they are right for the job or not. Management of a company can use job descriptions as a powerful tool within their company. Job descriptions give managers the analysis and specifications of a job within the company. These specifications are how managers know what each employee is responsible for completely, their job performance or productivity. Job descriptions can even help when it comes time for an employee’s review. Management can take the employee’s performance over the period of time and compare it to what the job requires to determine the employee’s compensation. Thus, all of this information making this task for management easier. When company’s use job descriptions they are making it easier to find an employee, make it known what is expected and have a set of guidelines to be followed for the job. All of these are sound reasons for a company to want job descriptions. However, there are some limitations that come along with descriptions. When a company uses job descriptions they are limiting their selves to having an employee only perform those certain duties listed. It is common practice now for companies to put a clause at the end of the descriptions that says, ‘Will also perform other duties as instructed by supervisor.” Without this clause an employee can’t legally be made to perform a job function that is not