Job Description(JD) Vs Role Description

S No	Job description (JD)	Role Description
1	Job description is the framework for a particular position based on the expectations of the management from the person	Role description is participative in nature.
2.	It can be changed/ revised/ modified at any time by the management	It involves a consultative process for any changes/ revisions/ modifications.
3.	The employee may have high commitment for JD but may lack ownership.	The employee will have high commitment as well as full sense of ownership (responsibility) towards his/ her role.
4.	It merely includes the jobs to be performed by the person	It includes the job to be performed as well as the attributes/ competencies required by the role occupant
5.	The Key Result Areas (KRAs) will only encompass the task orientation.	The KRAs will focus on task as well as skills
6.	Goal setting is relatively easier through the JD	Goal setting is relatively more elaborate but much more meaningful.
7.	Goals set with the help of JD may confine only to task performance	Goals set for the role will include the task performance as well as the managerial qualities.
8.	Since JD is a unilateral data, the goal setting may also ultimately be a unilateral exercise	Since role description is a participative data, the goals will also be the outcome of a participative discussion between the role occupant and his/ her controlling officer.
9.	Appraisal is quite a simple exercise – merely using the data	Appraisal is a bit tedious but quite wholesome (having potential assessment of the employee - a growth orientation)