Defining Job Specifications
Defining job specifications involves the detailed description of the responsibilities, skills, qualifications, and experience required for a particular role within an organisation. It outlines the expectations for a position and the attributes an ideal candidate would possess.
Goal
The primary goal is to ensure clarity and alignment between the organisation's needs and the responsibilities assigned to a role. It facilitates targeted recruitment, performance assessment, and career development within clear, structured parameters.
Context
In order for people to be able to perform effectively in their roles, they need to understand what is expected of them. Job specifications provide a clear framework for employees to understand their responsibilities, the skills required, and how their role contributes to the organisation's objectives.
Format
| Element | Description |
|---|---|
| Overview of Role | A generic description of the role's purpose, responsibilities, and key objectives. |
| Traits | The personal qualities and characteristics that are desirable for the role, such as communication skills or problem-solving abilities. |
| Skills and Capabilities | A list of the skills, qualifications, and experience required to perform the role effectively. |
| Values | The core values and behaviours expected from the role, aligning with the organisation's culture and mission. |
Inputs
| Artifact | Description |
|---|---|
| **Role Analysis | An assessment of the role's requirements in terms of tasks, responsibilities, and outcomes, forming the basis for the specification. |
| Core Values | The organisation's core values and cultural norms, which serve as a guide for evaluating candidates' cultural fit. |
| Leadership Principles | The organisation's leadership principles, which help assess candidates' leadership potential and alignment with the company's values. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Detailed Job Descriptions | A formal document outlining the role's responsibilities, required skills, and qualifications. | Clarifies expectations, aids in recruitment and assessment. |
Anti-patterns
- Over-specification: Creating excessively detailed specifications that limit flexibility and innovation within roles.
- Under-specification: Providing too little guidance, leading to confusion about role boundaries and responsibilities.