UCSF has a good article on defining the purpose of a job description. It really helps you see the organizational help and clarity it can give you and your employees to help you both be successful.
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Here is their take on the purpose of a job description:
To accurately describe the duties and responsibilities assigned to a position. This description is then used to determine the proper classification or grade level for a position
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To develop recruitment and hiring specifications
To design and restructure jobs
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To provide effective employee training and development
To help develop performance standards
Stephen Jackson of hrstrategy tells us that a well put together job description is one of the best investments an organization or hiring manager can make.
It has so many ways a manager can use it as a tool that once it is done right you’ll wonder how you did without a quality one: Not only for job evaluation and design, but also for career planning, training, and performance management.
By developing a detailed, quality job description you can avoid much of the complaints and legal issues that can result from uncertainty and lack of clarity.
With clear, practical descriptions, everyone will be on the same page and footing from the very beginning. Don’t neglect this vital aspect of employee management.
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