"Job description: A description of the work actually done and the reasons for doing it; it sets out the nature of the relationships between a specific position and other positions within and outsdie the organisation and outlines the areas of the position's expected contribution to the achievement of divisional or overall organisational goals." [Quote p.253]

"The job description offers a statement of what is expected an opportunity to take part in setting performance standardsand objectives and an opportunity to discuss and resolve problems outside the individual's direct control. Job descriptions may be useful also in clarifying perceptions and expectations: experienced job analysts are never surprised to discover significant differences between managers and their employees over job roles and performance expectations." [Quote p.260]

"Job descriptions should not be confused with person profiles ... Job descriptions which contain a mixture of information about the job and the ideal job holder are very often confused and confusing." [Quote p.261]

Person profile: A statement of the skills knowledge and attitudes needed for the effective performance in the job together with any specific qualifications experience or other job-related attributes which a person might reasonably be expected to have before appointment to a particular position. It flows from the job description and assists in matching people to positions and identifying training and development needs or priorities." [Quote p.253]

"Performance planning and review ... is the process of planning an employee's future work goals and objectives reviewing job performance and work behaviours assessing progress toward the predetermined work goals and discussing the employee's training and development. " [Quote p. 378]