Thank you everyone for all your responses, did helped me really as I am starting in this new role. I actually follow most of your advises to have each employee provide their job descriptions. I also list down things that they should be doing which is not listed in JD they provided & have our Manager review & make changes.
As for the standard, I am now requesting to have our company purchase a copy for our reference. Thank you again, greatly appreciated.
As for the standard, I am now requesting to have our company purchase a copy for our reference. Thank you again, greatly appreciated.
In Human resources there are at least two ways to categorize job functions/responsibilities and their fulfillment:
1) The traditional way is through job descriptions.
2) Another idea is a matrix method in which task types are identified on one axis and personnel fulfilling them on the other axis. This second method can be very helpful when reorganization is attempted, as it can help avoid gaps and assist in developing and drawing on a "skills library" among existing employees who otherwise may have skills and talents that go unrecognized. Organizations very often have employees who could be more optimally assigned, if only the management group understood what they had available to them. This would of course require someone to make the effort to collect the information and categorize it in the matrix. Once doing that, cells could be colored or shaded to show what tasks that person/position is actually fulfilling. Unshaded cells would indicate what skills are available should management seek restructuring. It may mean it is possible to avoid hiring a new employee when current employees could be reassigned to new or shared duties.
I hope this helps!
