How to make a job description
How to make a job description? The job description, also called the job description, is a summary of what the company expects employees to do, what the employees should do, how they should do it, and under what circumstances. Many companies have paid a high price for lack of accurate job descriptions. As a result, performance appraisal considers subjective color to be strong, reducing and damaging the enthusiasm of employees. The recruitment work is “inefficient and low-inefficient”, and more serious is that it is difficult to carry out employee training. , lack of specificity.
So how do you develop a job description?
First of all, we must start with work analysis. A job analysis is a basic human resource management activity that provides a complete description or description of a job to provide information about the work of the management activity. The job analysis starts with the following eight elements:
Who: Who is engaged in this work, who is responsible, qualifications for personnel's academic qualifications and education, professional knowledge and skills, experience and professional quality.
What: What to do, that is, what is the job or job content, and what responsibility.
Whom: For whom, that is, who the customer is. The customers here refer not only to external customers, but also to the employees of each company, including those who have direct relationships with the people who work in the company: direct superiors, subordinates, colleagues, customers, etc.
Why: Why do it, that is, the meaning of the work for its practitioners.
When: The time requirement for work.
Where: the location of the work, the environment, etc.
How: How to engage in or ask for how to do this work, that is, work programs, specifications, and the rights required to do the job.
How much: the fees, remuneration, etc. required to pay for the job
Job analysis is a complex system engineering. The analysis of the work performed by the enterprise must be coordinated and planned in stages and steps. The methods commonly used for job analysis are: questionnaires, summary analysis, employee records, direct interviews, observations, etc.
With the results of the work analysis, we can start to develop a job description. In most cases, the job description should include the following main contents:
1. Job identification, including job title, department, reporting relationship, job number, etc.
2. Date of work analysis: The purpose is to avoid the use of expired job descriptions.
3. Work Overview: A brief description of the work.
4. Job Responsibilities: Includes direct responsibility and leadership responsibility.
5. Work specification: The basic qualifications necessary to perform the work. There are mainly academic qualifications, personality characteristics, physical requirements and other requirements.
The job description is best formulated according to the company's specific situation, and at the time of preparation, it should be noted that the text is simple and clear, and the words are easy to understand; the more specific the content, the better the written form should be avoided; To expand, the job description must be revised and supplemented within a certain period of time in order to keep pace with the company's development.
So how do you develop a job description?
First of all, we must start with work analysis. A job analysis is a basic human resource management activity that provides a complete description or description of a job to provide information about the work of the management activity. The job analysis starts with the following eight elements:
Who: Who is engaged in this work, who is responsible, qualifications for personnel's academic qualifications and education, professional knowledge and skills, experience and professional quality.
What: What to do, that is, what is the job or job content, and what responsibility.
Whom: For whom, that is, who the customer is. The customers here refer not only to external customers, but also to the employees of each company, including those who have direct relationships with the people who work in the company: direct superiors, subordinates, colleagues, customers, etc.
Why: Why do it, that is, the meaning of the work for its practitioners.
When: The time requirement for work.
Where: the location of the work, the environment, etc.
How: How to engage in or ask for how to do this work, that is, work programs, specifications, and the rights required to do the job.
How much: the fees, remuneration, etc. required to pay for the job
Job analysis is a complex system engineering. The analysis of the work performed by the enterprise must be coordinated and planned in stages and steps. The methods commonly used for job analysis are: questionnaires, summary analysis, employee records, direct interviews, observations, etc.
With the results of the work analysis, we can start to develop a job description. In most cases, the job description should include the following main contents:
1. Job identification, including job title, department, reporting relationship, job number, etc.
2. Date of work analysis: The purpose is to avoid the use of expired job descriptions.
3. Work Overview: A brief description of the work.
4. Job Responsibilities: Includes direct responsibility and leadership responsibility.
5. Work specification: The basic qualifications necessary to perform the work. There are mainly academic qualifications, personality characteristics, physical requirements and other requirements.
The job description is best formulated according to the company's specific situation, and at the time of preparation, it should be noted that the text is simple and clear, and the words are easy to understand; the more specific the content, the better the written form should be avoided; To expand, the job description must be revised and supplemented within a certain period of time in order to keep pace with the company's development.
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