A Job description is an outcome of job analysis. It details the various tasks that an employee is expected to perform on that role. While doing the job analysis, its paramount that one develop the job requirements. This refers to both the skills and the knowledge that is required for an individual to perform that specific task. The job description thus describes the various tasks and activities that one is expected to handle (Sanders, 1982). As a management tool the job description is supposed to guide the management in tasks allocation. The management is able to ascertain who is specifically responsible for a certain role. This is to mean that whenever there are questions around that role, then there is someone responsible for the same. An example would be given during auditing; the job description would be used to ascertain who was supposed to do what. It results to individuals owning up certain tasks.
Through job description and process ownership, the job description, which is as a result of job analysis, ensures that the person charged with specific roles is responsible for that specific role. What this means is the job descriptions ensures that the responsible individuals after signing for it are full responsible for the specific roles they play. The effect is that they end up providing duty of care whenever they are involved in the process. They are also personally legally bound since they have signed their job descriptions. The company thus reduces the possibility of negligence when undertaking specific roles.
Sanders, M. (1982). HFS Job Description Survey: Job Dimensions, Satisfaction, and Motivation. Proceedings of the Human Factors and Ergonomics Society Annual Meeting, 682-686.