Posted: 16th July 2017
Posted in: News
In the wake of streamlining business processes, some traditional HR documents also seem to be falling by the wayside. One of these is the Position Description (PD): a formal document describing the key responsibilities, objectives and outcomes of a specific role.
I’m often asked my opinion which employment documents a small to medium sized business really needs. When I include Position Descriptions in my list of must haves, I’m met with responses from both sides of the fence. Here’s an abbreviated version of both sides of the story and my reasoning why you might consider sticking with these old school HR favourites…albeit with a tad of tailoring to suit your business.
The case against PD’s:
The case for PD’s
So what’s right for you? Here’s a few factors to contemplate:
Position Descriptions are one tool available to a business… they’re not the be all and end all of everything and should not be relied on as your sole employment document. But if they help you manage risk, to recruit more effectively and to clarify your performance expectations – in other words, the benefits outweigh the downsides- they’re well worth considering.
Give Bare Bones Consulting a call to discuss our range of HR services to help your business succeed.
Even if you elect to not proceed after our first complimentary consultation you’ll be in a better position to know what’s possible.
We believe our approach to HR is unique... but then again, so is your business.