Job descriptions have long served as a foundational element of an HR department’s daily operations. This is largely due to the organization needing a common lens and framework through which to hire, evaluate, develop and compensate employees. And in fact, one of the few items in the HR toolkit that has been able to serve as that lens is job descriptions. In the absence of these standardized role definitions and qualifications, organizations place themselves at risk of potential litigation and regulatory compliance violations, and even greater potential damage to the business in terms of its ability to hire, retain and motivate the workforce. A blueprint that clearly describes what a job entails—and what success in the role looks like—is indispensable in any people-centric organization.
Job Descriptions: A New Opportunity for HR Technology Innovation
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About the Author
VP and Research Director
Steve Goldberg is responsible for the human capital management (HCM) research at Ventana Research. Steve guides HR and business leaders to manage their workforce to gain competitive advantage and value from their investments. He covers the major areas including candidate engagement, employee experience, HRMS, learning management, payroll optimization, talent management, total rewards management and workforce management.