Job description or JD is a written narrative that describes general tasks, or other related tasks, and the responsibility of a position. It can determine the official to whom the position report, specifications such as qualifications or skills needed by people in jobs, information about equipment, tools and work aids used, working conditions, physical demands, and salary range. Job descriptions are usually narrative, [1] but some can consist of a simple competency list; For example, strategic human resource planning methodology can be used to develop competency architecture for an organization, from which job descriptions are built as a short list of competencies. [2] [Not specific enough to verify]

According to Torrington, job descriptions are usually developed by carrying out work analysis, which includes checking tasks and the order of tasks needed to do work. The analysis considers the field of knowledge, skills, and abilities needed to do work. Job analysis generally involves the following steps: Collect and record job information; Check job information for accuracy; write job descriptions based on information; Use information to determine the skills, capabilities, and knowledge needed to do work; Update information from time to time. [3] Jobs usually include several roles. According to Hall, job descriptions may be expanded to form a person’s specifications or can be known as “reference provisions”. People / work specifications can be presented as a stand-alone document, but in practice it is usually included in the job description. Job descriptions are often used by entrepreneurs in the recruitment process. [4]