Scope of activities

Scope of activities
See also
Conditions of employment Disciplinary procedure Discipline of work Employment history Special power of attorney Sprint backlog Harrington Emerson Shadow director Board

The employee is obliged to carry out work that was specified in the contract of employment or is associated with the position to which the employee is employed. Typically, such an agreement determine only kind of job or position, without a specific indication of what actions will belong to the employee. The employer is obliged to acquaint employees with the scope of their duties, the method to work on designated positions. This obligation can be implemented in the form of oral or written information describing scope of activities and duties.

Labour Code no longer requires the development of a written scope of activities, however, the employer shall prepare it, at least for purposes of proof before the Court.

Scope of activities vs job description

Scope of activities is closely linked with the employee, job description is more general document in organization. Job description is an element of the organization structure, therefore, does not directly affect a particular employee. Scope of activities refines and matches job description to the particular employee. Therefore, it usually contain more details. It should not, however, extend the operating requirements unless the employment contract indicates otherwise.

Application

Scope of the worker's activities may be attached to the contract of employment or can be supplied at a later time. In this case, document should be placed in the personal file of the employee.

Informing the employee of required scope of activities is important in situations where the employer wants to impose a penalty or terminate an employment contract due to improper execution of duties. In such cases, an employee can not defend itself by claiming that he did not know exactly their responsibilities and requirements of the employer. For this reason, manager usually prepares three copies of scope: for the employee, the immediate supervisor and to personal file.

Managers should not put into scope activities "other task assigned by the manager" because such a record does not mean anything and cannot be given as evidence in court. Labour Code implies that the employee must execute the commands of superiors within the workplace. What's more, the employee may be assigned to perform other work.

See also:

• Analysis of the content of the work

Examples of Scope of activities

• For customer service representatives, the scope of activities may include answering customer inquiries related to products and services, resolving customer complaints, processing orders and payments, and providing customer support.
• For accountants, the scope of activities may include setting up and managing accounting systems, preparing financial statements, conducting financial analysis, and preparing taxes.
• For sales representatives, the scope of activities may include generating sales leads, making sales calls, developing relationships with customers, and negotiating sales contracts.
• For software engineers, the scope of activities may include designing, developing, and testing software applications, troubleshooting software issues, and providing technical support.

Advantages of Scope of activities

The following are the advantages of outlining a scope of activities:

• It serves as a reference point for the employee and employer when it comes to carrying out the job, and provides guidance and direction for tasks to be completed.
• It also allows for more effective communication between the employer and employee as each party will know what is expected of them.
• It provides a clear understanding of the roles and responsibilities of the employee, which can help to avoid conflicts or misunderstandings.
• It can also help to create accountability, as employees will have a clear understanding of what they are expected to do and will be held accountable for any failures to meet their expectations.
• Having a scope of activities in place can help to motivate employees as they can clearly see the tasks and objectives they need to achieve.
• It can also help to streamline processes, as the employee can focus on specific tasks rather than having to complete unrelated tasks.

Limitations of Scope of activities

• An employee is expected to only perform duties within their scope of expertise. This includes anything specified in their contract of employment, as well as any tasks that are associated with the position to which they are employed.
• Employees must not perform any activities that are outside of their job description, or go beyond their realm of knowledge and experience.
• Employees must adhere to all safety protocols and guidelines, as set out by their employer, to ensure their own safety, as well as that of their colleagues.
• Employees must respect the rules and regulations of the workplace, and refrain from any activities that are deemed to be inappropriate or disrespectful.
• Employees must not take on any tasks that could be seen as discriminatory, such as those based on race, gender, religion, or sexual orientation.
• Employees must not use any of the company’s resources for private or personal use, or for any activities not related to their job.
• Employees must not engage in any activities that could be seen as a conflict of interest with their employer.

Other approaches related to Scope of activities

The other approaches related to Scope of activities are:

• Training and Development: Employers must provide employees with adequate training and development to ensure they are able to carry out the tasks associated with their job role. This can include providing formal training sessions, on-the-job training, or access to resources such as webinars and online courses.
• Performance Management: Employers should also implement performance management systems that enable employees to effectively carry out their role. This can include setting performance goals, providing feedback, and assessing performance against those goals.
• Rewards and Recognition: Employers should also implement rewards and recognition programs to incentivize employees and encourage them to perform their duties. This could include bonuses, salary increases, or other forms of recognition.

In summary, employers should ensure that employees are aware of the scope of their duties, provide training and development for employees, implement performance management systems, and offer rewards and recognition to incentivize employees.

References

• Smith, B. N., Benson, P. G., & Hornsby, J. S. (1990). The effects of job description content on job evaluation judgments. Journal of applied psychology, 75(3), 301.