JOB DESCRIPTIONS AND RESPONSIBILITY
Establish a system in your office where each employee knows their responsibilities, and each function is handled in a timely and efficient manner. This is best accomplished by the design of a job description, including a priority listing of tasks.
Include on the job description form a space for providing training as well as who the training is to be provided by, and the date and acknowledgment by the employee that the training was provided and understood. This can eliminate many problems in the future.
The manager should not let himself get bogged down with office details, such as maintaining records, billing and collecting, correspondence and filing. Incoming phone calls should be screened, and unless the managers personal attention is required, calls should be handled with information taken and given by someone else.
The following information can be used as a guideline for designing job descriptions. Be sure to include the title of the person (or job) that you are describing. List tasks in order of importance and assign priorities to these tasks. Indicate whether they should be accomplished on a daily, weekly or monthly basis, etc.
Obviously, youll modify the list to suit the needs of your individual organization. Have others review the job description. You may find that other aspects of the job have migrated into the position without a lot of thought as to who should actually be completing these tasks.
NOTE: For other closely related topics, be sure to review the section on Company Policy (#78) in this series of articles on Labor Management.
Mike Holts Comment: This newsletter was extracted from my Business Management and Management Skills Workbook. Watch for our next newsletter, and as always, we encourage your comments and feedback. Send us your real-life experiences. Please respond to Barbara@mikeholt.com.
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