HR Arabia

September 19, 2007

Job Description

I’m preparing a Job description bank for all our employees. The way I do it is list the job titles at our company, then search as many descriptions as I can from job sites and links like below, then I meet with the employee and do a Q/A session then meet with department managers and go through the results, then have the CEO approve them and I’m done.

This of course can help me in setting the career path for each employee and also setup a succession plan as well, then I can see if who needs training and in what field.

If anyone knows or can add to this way of doing it, please do so.



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Hiring and retaining quality workers is difficult. That is why a good hire starts with an excellent job description. We offer a wide range of job description forms that will help your organization by using them as-is or modifying them as a template to suit your particular job opening.

Download and use the Job Descriptions that we are offering. They come in MS Word format, as well as in PDF.

Job descriptions are crucial for hiring and retaining the best workers. Often, employees are lead to believe a job is one thing only to be disappointed to find that the employment is not as satisfying and challenging. The result is an employee who is difficult to motivate.

One root cause is the job description originally drawn up the organization itself. It is important to do yearly job surveys in order to understand exactly what the employees are doing. What some managers fail to understand is that employee roles tend to change and morph according to their skills and talents as well as evolving workplace demands.

For this reason we advocate that the HR manager or other administrator conduct an employee job survey and review their Job Descriptions to make sure they match up. Any subsequent employee search will be dependent on an accurate description so that when the employee is hired there will be no surprises, and the quality level and productivity will rise company-wide.



  1. Khaled,

    There are job descriptions that are generic in nature, you can put a name on it and that is it.

    There are job descriptions that are task driven. Example: Unlock doors on the seventh floor MWF before 8:00 am. Set up conference room theatre styles for a 9:00 am meeting. And so on and so forth.

    There are job descriptions that are time sensitive. Example: Flight 18 arriving from Tokyo at 6:00 pm, you are expected to greet the delegation representing XYZ company arriving from Qatar.

    There are job descriptions that are divided into percentages. For example: 10% of your assignment will be devoted to training your subordinates, 15% of your workload will be to inspect equipment, 20% of your duties consists of replenishing supplies to the southeast regional factory, so in the end all of the percentages add up to 100%

    I think that in addition to the job title the description must spell out the starting time as well as the quitting time. For instance:You are expected to be in the office from 9:00 am until 5:00 pm every day of the week except Saturday and Sunday.

    In the job requirement section of the job description it should spell out the minimum level of education required, and whether that particular job is entry level job or reserved for mid managers or senior managers. If there is a grading system in your company it is very desirable to assign a grade number to the job and the rate of pay for each grade.

    I have a lot more to say about the subject but I first need to hear more information about what exactly is your ultimate goal by doing these job descriptions.

    Comment by hatem abunimeh — September 19, 2007 @ 6:37 pm | Reply

  2. Thank you Hatem for the valid points.

    Like I said in my post I need to prepare a job description for all the positions at our company, I’m trying to gather as much info in regards to skills,duties,qualifications and meeting with our employees individually to try and come up with a job description for each one. This will help me in evaluation and training.

    Comment by palforce — September 19, 2007 @ 7:41 pm | Reply

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