Why do we need Job Descriptions?

by Adrian ClarkOct 9, 2021Human Resources, View All

Workplace investigations are a vital part of maintaining the integrity and fairness of any organisation. When issues arise, it’s important for businesses to act quickly, ensuring that they address concerns in a transparent and lawful manner. Different types of investigations are needed for different situations, each requiring a tailored approach to ensure fair outcomes for all involved. Below are some of the most common types of workplace investigations and when they should be used.

Misconduct Investigations
Misconduct investigations are necessary when an employee breaches company policies or behaves inappropriately. This might include theft, dishonesty, substance abuse in the workplace, or breaches of confidentiality. Misconduct can also cover actions that damage the company’s reputation or relationships with clients. It’s important to act quickly when dealing with misconduct to maintain workplace standards and protect the business from potential legal liabilities.

Harassment and Bullying Investigations
Investigations into harassment and bullying are crucial when employees report or experience inappropriate behaviour. Whether the issue is sexual harassment, racial harassment, or bullying, businesses have a duty to investigate and take action. These investigations must be handled with care, ensuring that both the complainant and the accused are treated fairly, and that the process remains confidential. Addressing such issues promptly not only protects employee wellbeing but also helps to maintain a respectful workplace culture.

Discrimination Investigations
Discrimination investigations come into play when employees feel they’ve been treated unfairly due to attributes such as race, gender, age, disability, or sexual orientation. These cases can be complex and require careful handling to ensure compliance with anti-discrimination laws in Australia. A thorough investigation is essential to ensure that all claims are properly examined, protecting the organisation from legal action and fostering an inclusive workplace.

Health and Safety Investigations
When a workplace incident or a near-miss occurs, a health and safety investigation is needed. These investigations help to determine whether existing safety measures were followed and if further action is required to prevent future incidents. Compliance with workplace health and safety laws is essential in Australia, and these investigations ensure that businesses fulfil their obligations to protect their employees.

Workplace Culture Investigations
In some cases, broader concerns about workplace culture may require investigation. This can occur when there are ongoing issues affecting morale, such as repeated complaints about management or widespread dissatisfaction among staff. A culture investigation looks at systemic issues within the workplace and seeks to identify patterns that may be harming the work environment. These investigations provide valuable insights for leadership teams to implement lasting positive change.

How AHR Can Assist with Workplace Investigations
Conducting a workplace investigation requires impartiality, expertise, and a thorough understanding of Australian workplace laws. At Assurance HR (AHR), we specialise in handling workplace investigations with a high degree of professionalism and confidentiality. Whether you’re facing allegations of misconduct, bullying, discrimination, or safety breaches, AHR has the expertise to guide your organisation through the investigation process.

Our team works with you to ensure that every step of the investigation is conducted lawfully and fairly. We help gather evidence, interview witnesses, and provide detailed reports on our findings, making sure you have all the information needed to resolve the issue. By choosing AHR, you can focus on your business while we take care of the complexities involved in workplace investigations, ensuring you remain compliant and maintain a positive work environment. Let AHR be your trusted partner in managing workplace investigations with confidence and care.

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Have you ever tried making a complicated meal without a recipe? Sometimes you might get a winner, other times it might turn out a disaster! This can be how your employees feel in their roles when they don’t have a recipe for success.

Here are three ways in which having job descriptions can set your business up for a successful outcome.

1. Job descriptions set your employees up to win

A job description clearly sets out the responsibilities and tasks that the employee is to achieve. It also sets the boundaries as to what they are supposed to do, and what’s outside the scope of their role. This is empowering for employees as they know where the goalposts are (what ingredients they need), so they can be confident to work towards these goals. When people know what they need to do they will often have more focus and creativity. This produces better outcomes, as people are not anxious or hesitant to approach their job.

2. Job descriptions help you measure success

Job descriptions are also one of the most important tools in performance management, helping identity when employees are performing their job well, or highlight where employees are underperforming. Without a job description, there is no measure you have to let the employee know they are not working to the expected responsibilities of the role. They protect you if you ever need to have a conversation about underperformance, or if you need to highlight that an employee has even gone beyond their scope of duties. The job description is your friend.

3. Job descriptions help you hire the right person for the job

Lastly, job descriptions help you recruit the right person for your business. When a candidate receives a job description they’re able to look over the role and decide if they’re suited to it before they apply. Job descriptions can also help guide the interview questions, and set a selection criteria. Job descriptions help set the expectations from the start with your new employee, giving you a smoother induction and onboarding experience. New employees will find their feet quicker and add value to the team sooner when they know what to do.

Job descriptions aren’t set in stone. They change and evolve as you and your team members evolve in their roles. Some team members might take on new or higher levels of responsibilities, while others might take on new work due to their strengths or weaknesses. These should be reviewed as part of your business performance management strategy.

Need help writing job descriptions? Contact Assurance HR Management today!