The purpose of this discussion question is to assess the effectiveness of a real job description *. If you have one for your current job, use that one. If you don’t, get access to one and respond to the following items.
1. Does the JD contain all the parts listed in the text? If not, what is missing? What are the implications for the error of ommission?
2. How useful is the JD to other functions of HRM? For example: Talent Acquisition, Compensation, Performance Management, or Learning & Development? Be as specific as you can in your assessment?
3. How does the JD impact on the motivation of the incumbent to that role? What could be done to the JD to create conditions under which the employee could be motivated and sustain it?