TRANSPARENCY IN JOB DESCRIPTIONS AND OFFER LETTERS

Transparency is one of the key consequential elements of communication. Information at  the workplace has to be managed  and disseminated with careful openness and accountability. However, ambiguity, overstatements, and the omission of crucial details in job descriptions and offer letters are some of the serious issues that need to be addressed to ensure transparency.

Employers usually choose not to observe feedback of new recruits, even serving workforce. This includes how they present the details of  job descriptions and offer letters to the employees. Nevertheless, emerging as an unnoticed employee feedback,  the results are impactful thereby leading to lack of motivation, job dissatisfaction and turnovers. Employees' exceptional devotion is influenced by explicit salary ranges in relation to qualifications, workplace disciplinary codes of conducts as well as organizational culture. Even so, managers must avoid listing irrelevant tasks as regards to the roles of the job for candidates and employees.

In conclusion, transparency is a good HR practice that enables management to openly communicate organizational policies, goals and employee updates. Therefore, aligning with the values of transparency in job descriptions and offer letters is the best approach to good managerial practice. For instance, transparency values such as conducting management team briefs on employment relationship, timely functional research, relevant trainings and intentional feedback checks effectively help address some of the issues concerning transparency and accountability in job descriptions and offer letters. Be your best by constantly applying transparency in your tasks as achiever managers. 

Dumisani Nkosi.

BA. Human Resource Management. 

Core Competencies:

Marketing & Communication | Training and development | HR Health and Safety | Quality Service Management | HR ethics and CSR | Career Leadership