Poorly defined roles and responsibilities may impact on employee performance. It is therefore important to clearly articulate what each employee is expected to do and to whom and what they will be responsible for. This extends to, for instance, developing tailored job descriptions for each position; defining employee tasks, functions and responsibilities; identifying critical success factors; and aligning employee competencies with job requirements. Clearly defined plans may assist decision-makers during the recruitment process (i.e. by attracting suitable candidates for interview), demarcating positional authority within teams, reducing the likelihood of duplicated efforts between staff members, as well as providing an objective basis for evaluating employee performance and future training needs (this could be undertaken biannually or at the completion of the probationary period). Moreover, decision-makers could review work packages in conjunction with their employees annually to assess future business needs.