The six major roles of the job description

◎Determining the qualifications of the position

The job qualifications of this position have been determined in the job description. The qualifications are the basis of the recruitment work. The recruitment work needs to select personnel according to the conditions of employment. Those who do not meet the conditions of employment cannot use it. If the company must use only the degraded use, for example, the salary level should be reduced, or the position should be slightly reduced.

◎ Job description will be attached to the labor contract

The job description will be attached to the labor contract signed after the employee is hired. After the company decides to hire an employee, what kind of responsibility should the employee bear and how much responsibility should be responsible for it. These issues have already been agreed in the job description in advance, and the company does not need to repeat the instructions to the employee.

◎ as a teaching material for on-the-job training

After the employee is hired, the job description can be used as a teaching material for on-the-job training. After the new employees are hired, the general company will conduct an on-the-job training.


2. Target management of employees

When designing the employee's goal management, according to the responsibilities specified in the job description, the job description can clearly and clearly give the employee the goal, and also facilitate the design goal.

◎ Job description is a certificate for the employee to give the target

Goal management is one of the most effective ways of modern enterprise management. The credentials for assigning goals to employees are the responsibilities specified in the job description. For example, the goal given to the training staff of the Human Resources Department is the indicators of training, and the indicators of compensation management cannot be released. It can be seen that the job description is a basic basis for target management.

◎ Clearly design goals based on job descriptions

In the job description, there are several responsibilities for a specific project, and the target should be given to whom, there is a very clear explanation. Therefore, the supervisor responsible for the target management should check the job description at any time in order to more clearly and effectively manage the employees.



3. Is the basic basis for performance appraisal

◎ Job description determines job responsibilities

In the performance appraisal, only by examining the job description, will we know that only this position has this responsibility, can we assess whether the employees working in this position are doing their due diligence and whether they have completed their work goals. If there is no such responsibility at all in the job description, he cannot be assessed by this requirement because he does not need to bear such responsibility. Therefore, the job description plays a big role in the work target management and performance appraisal work, and is also a basic basis for performance appraisal.

◎ Job description determines the scope of responsibility

The job description clearly defines the scope of a certain responsibility, which is full responsibility, part or support, and clearly defines the responsibilities of employees. When a job is not completed or there is a problem, the responsibility is very clear.

◎ Job description determines the assessment content

The job description also specifies the content of the assessment. The criteria for performance appraisal should be consistent. It can't be written in the job description, and the assessment standard is another.



4. Provide a basis for companies to develop compensation policies

The direct evaluation of the salary is the job evaluation, so the evaluation of the basis provided by the job description is indirect. Post evaluation is the basic basis of corporate remuneration policy. The entire remuneration system needs to be evaluated by post.

Supportive information. The basis of job evaluation is job analysis and job description. If there is no job description, job content analysis, employee specification analysis and other information, it is impossible to conduct job evaluation. Therefore, fundamentally speaking, job descriptions provide an important basis for companies to formulate compensation policies. Without a job description, it will be very difficult for companies to formulate compensation policies.



5. Basis for employee education and training

The training of employees is to meet the needs of job positions, and to provide targeted professional knowledge and practical skills training for employees with certain cultural qualities, to complete the qualifications for employment, and to improve the ability of employees to perform their own duties. According to the job description