I’ve helped lots of companies review their job descriptions, a task that’s harder than it looks. Management must first figure out what the duties and responsibilities of that job are, something that takes getting employees engaged in the effort since they know best what they do, why, and how. Together they then must list the results of those tasks – the tasks being the inputs, the results being the outputs. All of which new employees need to know. Nobody likes putting this much effort into job descriptions until and unless they understand this linkage. Same is true for the knowledge, skills, and abilities that are also listed in most job descriptions – on their own, each is a simple statement, but for new employees they need to know what each enables them to be able to do those tasks listed previously. Together, all of this explains what, why, and how these lead to an expected result. Many of the managers I work with hope their new employees come fully trained and functional – unfortunately, recruiters are telling them that’s not often the case and they must commit to training their new hires. I agree. Start by getting your training programs in order so that you can effectively and efficiently transform new hires into productive employees today.
Clayton Magleby Christensen (1952 – 2020): American academic and business consultant who wrote a book called The Innovator’s Dilemma based on his theory of "disruptive innovation" (which has been called the most influential business idea of the early 21st century).
Learn more: https://en.wikipedia.org/wiki/Clayton_Christensen
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