Job descriptions can improve just how your business manages employees by ensuring that performance and productivity is focused on the needs and goals of the business.

Job or Position descriptions:

- Provide clear expectations of the job functions to both candidates applying for a posture and/or a member of staff performing the positioning
- Provide a cause for measuring job performance on a daily basis or during the performance appraisal process
- Help to ensure that all functions, duties and responsibilities relate back to the business enterprise objectives and strategic business plan
- Identify any gaps with regards to job functions which must be undertaken to guarantee the business runs smoothly
- Enable the identification of clear skill and behavioural competencies required of the job holder
- Help along the way of structuring fair remuneration and reward packages
- Prove useful in the cases of employee performance management and disciplinary issues
- Provide insight into working out and development which might be required to assist the job holder or develop them further
- Provide information that will support decisions relating to recruitment, training and development, organisational structure, career progression and succession planning.

When writing position descriptions, be sure to abide by relevant country employment law and make sure that your position descriptions are not discriminatory.

The most difficult part when creating position descriptions is the Key Performance Indicators and Measures section. Key Performance Indicators (KPIs) help businesses define and measure their progress towards business objectives  offre d’emploi. KPIs are quantifiable measurements, which reflect the critical success factors for the business. Like a responsibility for an individual services employee may be 'resolve customer issues', the KPI may be 'percentage of customer issues that were solved by the initial phone call.' For a business development manager the job responsibility may be 'generate new revenue for the business' a KPI may be 'percentage of new revenue generated for the organization in a month.'

When working out KPIs for individual employees - the aim is not to possess KPIs for each job function, as the majority are not critical to the success of the business enterprise, but ordinary job functions which should have ordinary job metrics. KPIs are critical to the success of the business enterprise and these ought to be measured. Typically three to five KPIs per role would be appropriate.