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PROJECT TOPIC: EFFECT OF EMPLOYEE JOB DESCRIPTION ON THEIR WORK PERFORMANCE: THE CASE OF THE NATIONAL HEALTH INSURANCE AUTHORITY

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CHAPTER ONE INTRODUCTION Background of the Study

Employee job descriptions are written statements that define the tasks, duties, responsibilities, required qualification, working hours, and reporting relationships of a particular job (Farahbod, Salimi, & Dorostkar, 2013). Job descriptions are based on objective information acquired from job analysis, an understanding of the competences and skills needed to complete an assigned tasks, and the need for an organization to improve productivity and performance at the workplace (Mollel, Mulongo, & Razia, 2017). Crafting an effective job description offers an opportunity to communicate clearly the direction of a company and informs an employee where he or she fits within the big picture of the organization (Dobni, 2010). An effective job description helps to align the direction of employee with the organizational goals, vision and mission in order to achieve clarity of purpose and higher performance (Khan, Ishaq, & Nawaz, 2013). The current study examines the effect of employee job description on work performance at the National Health Insurance Authority in Ghana.

Effective job descriptions are very beneficial in the fields of HRM like job grading and classification, career paths, career developments, handling grievances relating to the duties and responsibilities at the work place, work measurement and working improvements. The job description of employees further defines the limits to authority, training and development, development of performance standards, the establishment of good working relationships and conducive environments at the work place, and a healthy communication between employees and employers on one hand, and employees and customers on the other (Farahbod, Salimi, & Dorostkar, 2013). Ishaq (2015), further argued that, the information on an effective job description will be useful for job evaluation, job redesign, performance management and organizational change. According to Ishaq (2015), in order for organizations to avoid repetition of work and overlapping of duties, the job description of employees should be designed and structured to help achieve organizational goals and objectives.


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