How to Perform a Job Description / Job Analysis Process - Form / Sample

Job description in the company allows for the defining of both the employer’s and employees’ expectations, by clearly stating the collaborator’s required competencies and responsibilities. It is generally based on a job analysis and allows for the introduction of a new compensation system. It thus implies the conduct of a strategic reflection in collaboration with the company’s Board (defining of the function’s positioning within the organization, of its success indicators and of a dictionary of competencies).

Job description leads to the setting-up, for each function, of a summary form that presents its key-elements. This document may be used, among others, during the recruitment process (writing of the job offer, definition of the job profile, integration of the new collaborator), for yearly appraisals (assessment of competencies, identification of gaps and setting-up of improvement / development goals) and for the introduction of a fair compensation system that is based on objective criteria – i.e. the collaborator’s level in terms of competencies and responsibilities.

It also contributes to providing a global vision of the company’s structure, thus helping to define the organization chart and supporting the development of the collaborators’ competencies.

Finally, please note that disposing of a complete job documentation (analysis and description) is getting more and more critical in terms of legal responsibility.

Job description is based on the position’s mission statement, as well as on the identification of the required skills. In the case of a hiring process, the job description allows focusing one’s search on the actual job prerequisites rather than on the replacement of Mr. or Mrs. so-and-so, who displayed specific skills that were certainly useful, but not necessarily required for this position.

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