The for-and-against arguments for job descriptions come in and go out like the tide. Are they still relevant in “the age of disruption”?
When jobs are constantly changing, what is the point of documenting them, only to see those documents become outdated within months?
The trouble with the “outdated” argument is that it can apply to almost everything. Everything you require to meet an objective needs a clear specification. A job description which reflects the past will not incorporate the accountabilities and capabilities relevant for today and a changing future.
A sub-optimal job specification will not only hinder the process of finding an individual suited to the organisation’s needs and expectations of a role, but may set you back months – or even years.
In Australia in 2018, acquiring the right talent with the right background and capabilities – for example, in a senior professional role – will be crucial. Where such a role is poorly documented and the incumbent does not assume the non-traditional accountabilities within 12 months of his or her appointment, an organisation can face a loss on its investment of up to $500,000. Mitigating such loss, reducing risk and optimising the potential to employ the right staff with the relevant capabilities to meet the organisation’s objectives are primary accountabilities for members of an organisation’s leadership team.
Changes in today’s job descriptions and role priorities are as constant as the changes in expectations of an organisation’s stakeholders. Adaptation between and among all roles within an organisation, and their accountabilities, is ongoing and must be sustained in order to achieve organisational success now and in the long-term.
To stay ahead of these challenges in a real time, Egan Associates have created Workforce, a cloud-based software as a service which can significantly reduce the risk of poor hiring decisions and outdated role expectations – both of which can have a major negative impact on a company’s productivity, morale, balance sheet and perceived shareholder value.
Workforce facilitates an organisations preparedness to deal with change in the nature and breadth of accountability of all roles throughout the organisation, together with changes in reporting relationships and incumbent capability requirements.
The Workforce Job Description module incorporates over 13,000 accountability statements and more than 1,000 job descriptions across 25 job families.
Using Workforce’s job description module, a user can:
- Draw upon a best-practice job description format that is completely customisable to an organisation’s needs. It remembers the organisation’s preferred format to create the company’s corporate template
- Choose job description templates for standard positions, add tailored sections for specialist positions, or download existing positions from the Workforce library and easily adapt them using any of the accountabilities relevant to the positions being defined
- Choose job accountabilities based on job family, organisation reporting level and type of accountability (e.g. policy and planning, relationships, core operations)
- Simultaneously add a role to an organisational chart the instant a job description is created
- Clearly model organisation structures in the accompanying organisation chart module using simple drag and drop reporting lines
- Store all the organisation’s job descriptions and organisation charts online for instant access anywhere, any time or download and save locally
- Enjoy security and peace of mind knowing that Workforce is designed, supported and hosted in Australia.
Workforce’s job description templates include the C-Suite, senior and middle management, senior professional, technical and supervisory staff roles as well as trades and administrative jobs, many of which may be covered by an Award or Enterprise Agreement.
The Workforce methodology enables roles where there is a universal expectation of content to be customised to any organisation’s environment with its unique features and reporting attributes.
Workforce’s job families cover global enterprises, private companies, listed entities and Government organisations, within the organisation reporting structures nominated above, across 25 job families.
Once a job description has been created, the second Workforce module, Job Evaluation, allows roles to be evaluated using the most up-to-the-minute, user-friendly job evaluation process available.
Finally, Workforce’s third module – Pay and Workforce Analytics – enables the user to effortlessly produce data analytics that provide insights to understand and respond to the company’s demographics and reward profiles quickly and effectively, including job family, age, gender, work value, location, division/operating unit, and length of service. We strongly recommend any organisation wishing to effectively, easily and reliably define and evaluate positions, and utilise powerful pay and workforce analytics, to call Egan Associates now on 02 9225 3225. We can arrange a quick, obligation-free demonstration either in your office or online. Or visit www.workforceandgovernance.com. We think you’ll like what you see.