The job description simply summarizes the duties and requirements of the job and indicates the essential responsibilities of the job. Job descriptions differ from company to company. Job descriptions can take many forms, but they typically consist of at least four parts: Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an original essay Job Summary: This is an overview of the position, with a brief description of the most important functions, because this will be the first thing the candidate will read. List of Job Functions: This section contains a more detailed description of the duties. Requirements Section: List of important requirements such as education, certification, and experience needed to perform the job. Other Information: This section should provide any other important information about the job position such as location, working hours, travel requirements and so on. The Benefit of Using the Job Description When it's time to create a new position, the job description simplifies the task of hiring and interviewing the right person. It allows employees to know exactly what they need to do in their jobs. The job description helps determine the type of training the employee needs to perform better and improve employee morale. Measure future performance. Job description that helps fire employees who don't do their job as it is and retain employees who do their job well. The job description helps the company plan for the future. Using the Job Description The job description is sometimes considered a routine document for new hires, subsequently stuffed away in desk drawers and largely forgotten. over time jobs change, tasks change or disappear. but the original job description remains the same, not updated. The job description can be used as an interview tool by creating a set of interview questions based on the job requirements. The job description can be used to market your job online and attract talented candidates who use networking sites. clearly job descriptions designed for the particular objectives for which they are to be used, are an important element in three personnel processes in each of which serve different purposes, these processes are: Selection, recruitment and induction performance management Job evaluation Description of work for selection, recruitment and placement: provide the information necessary to determine the selection criteria; explain to the candidate the nature of the job; ensure new staff understand the primary purpose of the job and their position in the organization. There are two forms of basic documents for effective selection and criteria: job description which defines the main duties and tasks of the employed person specification which defines the person's skills, knowledge and education. The selection criteria must be realistic in relation to the nature of the work. Job description for performance management: In the appraisal system there are objectives that are set and evaluated task-focused, which is job-related, or employee-focused, which is training and development-related. The job description can be used as a checklist to consider the performance of the job as a whole. Job Description for Job Evaluation: There are several methods of job evaluation, and they all rely on construct validity.