An HR consultant suggests using job descriptions to tell workers their role in upholding the company’s reputation.
Job descriptions are important, but beware—they may push people back into the org chart boxes you've been asking them to break out of, says one expert.
Job descriptions are the basis for so much of what we do in HR, yet—if we're not careful—they can also be the basis for severe and expensive problems. Today's expert sorts if out.
Tips from Monster's new hiring guide on how to work job descriptions into effective job ads—and a BLR tool that essentially writes your job descriptions for you.
Last issue, we talked about what to include in job descriptions; today we tell you what to leave out. And we'll reveal a handy program that makes quick work of all your job description tasks.
Chances are, your boss isn't screaming, "Where are those job descriptions?" But come court time, come EEOC investigation time, it's "What? You didn't update the job descriptions?"
Let's hear it for job descriptions! OK, we agree, no one's cheering about doing them, but we did explain in yesterday's Advisor how important they are. Fortunately, there's a handy program that makes quick work of job description tasks.
Job Descriptions: They’re probably the dullest task in HR management—annoying to do and easy to put off. But hold on—maybe you should get to them today. Let's see why.
When job descriptions are needed … at an average cost of less than 66 cents each … here’s the program thousands have turned to—BLR’s Job Descriptions Encyclopedia.
Job descriptions are the building blocks of your organization. Here are the building blocks you need in a job description.