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The most important connection between these two is that employee evaluations should be based on the job description for the employee’s job.
When an employee is hired, they are hired because they should be a good fit for the job. The firm creates a job description that outlines the things that they need the employee to be able to do. The prospective employees apply on the basis of that job description. What this means is that it is only fair to evaluate them on how well they perform the tasks set out in the job description.
Of course, it may become necessary to change the job description as the firm’s needs change. However, in such a case, it is important that the employee know how their job is changing and what new things are expected of them. The employee would then be evaluated on the basis of the new job description.
Job descriptions tell employees what they are expected to do. Employee evaluations measure how well they have done what they are expected to do. This is the connection between job descriptions and employee evaluations.
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