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The process of writing job descriptions is actually quite easy and straight-forward.Many people tend to start off with a list of 20-30 tasks, which is okay as a start, but this needs refining to far fewer points, around 8-12 is the ideal.The process of writing a job description requires having a clear understanding of the job’s duties and responsibilities.

This tour of Smart Drawers will highlight some of the major functions and conveniences.Smaller organisations commonly require staff and managers to cover a wider or more mixed range of responsibilities than in larger organisations (for example, the 'office manager' role can comprise financial, HR, stock-control, scheduling and other duties).Therefore in smaller organisations, job descriptions might necessarily contain a greater number of listed responsibilities, perhaps 15-16.However, whatever the circumstances, the number of responsibilities should not exceed this, or the job description becomes unwieldy and ineffective. “They should provide insight into the position’s top responsibilities and the working relations needed for success.” Job descriptions are among the most underused HR tools/documents available to industry professionals says HR consultant, trainer and speaker Arlene Vernon. “While some find them tedious to write, they should not be merely filed away, they should be integrated with your hiring, selection, performance and compensation practices,” says Vernon.A job description defines a person's role and accountability.