Job description should include the following main content:
1. Job basic information: including job title, job job number, reporting relationship, directly under the supervisor, the department, salary level, wage scale, the number of people under the jurisdiction of the nature of the work, the workplace, the date of the job analysis, job analyzes and so on.
2. Job analysis date: the purpose is to avoid the use of expired job description.
3. Job summary: a brief description of the content of the job, and item by item to illustrate the content of the job activities, as well as the activities of the content of the percentage of time, the content of the activities of the authority; the implementation of the basis, etc..
4. Job responsibilities: including direct responsibility and leadership responsibilities, to itemize the job duties of the incumbent.
5. Job qualifications: that is, to engage in the work of the post must have the basic qualifications, mainly education, personality characteristics, physical requirements and other requirements.
Job description refers to the nature of the work on the job, tasks, responsibilities, environment, processing methods, as well as the qualifications of the staff of the post of the requirements of the written record. It is based on a variety of job analysis survey information, to organize, analyze, determine the conclusions reached, prepared as a document, is the result of job analysis. In addition, it is necessary to focus on the content of the job description, can be adjusted according to the objectives of the job analysis, the content can be complicated or simple.
The external form of the job description is based on a job to prepare a written material, can be shown in tables, can also be used to describe the text. The purpose of the preparation of the job description is for the enterprise's recruitment and hiring, work assignment, signing of labor contracts and vocational guidance and other modern business management business, to provide original information and scientific basis.
The job description is generally archived by the human resources department. Afterwards, the preparation of the job description is not a one-off job. In practice, when the enterprise organization system often have positions to increase, abolish the situation, the more common situation is the position of a job responsibility and content changes, and even every change in the work information should be required to record in a timely manner, and quickly reflected in the adjustment of the job description. In the case of encountering the job description to be adjusted, generally by the person in charge of the department where the job is located, apply to the Ministry of Human Resources, and fill out the standard job description modification form, by the human resources department for information collection, and make corresponding changes to the job description.
Job description of the filling
Job description of the format can be a variety of different, the key is to use a unified format of the job description, should be accurate, concise language, the five major parts of the above all or the main part of the expression, in order to form a standardized, accurate, easy to use governance documents.
As we all know, different enterprises and organizations have their own characteristics and urgent problems. Some of them are to design training programs to improve the technical quality of the staff; some of them are to develop a more realistic reward system to mobilize the staff's motivation; some of them are to improve the working environment and safety according to the requirements of the work. Therefore, these enterprises and organizations to carry out job job analysis focus will be different.
Can generally speaking, job analysis mainly includes two aspects:
Job description
Job description is to determine the specific characteristics of the job. It includes the following aspects:
1, job title. That is, what the job is performed by the position.
2, job activities and procedures. This includes the tasks to be accomplished, the duties of the job, the information, machinery, equipment and materials needed to complete the job, the work flow, the formal contact with other staff members in the job, and the hierarchical relationship.
3. Working conditions and physical environment. This includes normal temperatures, proper light levels, ventilation, safety measures, building conditions, and even the geographic location of the work.
4. Social environment. Including the situation of the work group, the psychosocial atmosphere, the characteristics of coworkers and their interrelationships, and the relationship between departments. In addition, the culture and amenities of life in and around the business and organization should be described.
5. Occupational conditions. Because people often determine and interpret other elements of the job description based on occupational conditions, this part is very important. Occupational conditions describe the characteristics of all aspects of the work: wages and compensation, bonus system, working hours, seasonality of work, opportunities for advancement, opportunities for further training and improvement, the status of the work in the organization and the relationship with other jobs, and so on.
Job Requirements
Job requirements describe the psychological and physiological requirements such as knowledge, skills, abilities, hobbies, physical and behavioral characteristics, etc., that must be possessed by a person performing a particular job. The purpose of developing job requirements is to determine important individual characteristics as a basis for personnel screening, appointment and deployment.
Job requirements include: requirements related to work procedures and techniques, independent judgment and thinking ability, memory, attention, perception, alertness, operating ability, work attitude and a variety of extraordinary ability requirements. Job requirements also include educational level, work experience, life experience and health condition. Job requirements can be obtained by means of empirical determination or can be determined by means of statistical analysis.
Based on the ? The basic theory of job analysis is to analyze the results of the job description from a broad perspective. If the description of a company's job description, and then refined analysis, specifically from the following aspects to consider:
1, the basic information of the post
The basic information of the post is also known as the work identification. Including job name, job number, name, department, direct superior, grade level, staffing and so on.
2, job description
This is the most important content, this column specifically describes the specific work performed by the position, should be comprehensive, exhaustive write to complete the work objectives of each job to be done, including an overview of each job, the process of activities, work links and work authority. At the same time, in this item can also be described at the same time the environment and working conditions of each job, as well as the different tools and equipment used at different stages.
3, qualifications
Educational background of this fill in the position should be engaged in the current minimum educational requirements. In the job analysis, there are often such a situation: a staff member is a number of years of experience, experienced employees with a high school diploma, but his educational background obviously does not represent the required level of education. In determining the educational background, consideration should be given to what the minimum level of education should be if a new employee were to be brought on board, not necessarily the level of education of the current incumbent.
Experience this response to engage in the position before, should have the minimum work experience requirements, generally includes two aspects, one is the professional experience requirements, that is, the relevant knowledge and experience background; the other need is the organization's internal work experience requirements, especially for some of the organization's middle and senior governance positions.
Skills requirements for this item reflect the basic skills and competencies required for the position. Some positions require specialized skills without which the work cannot be performed. Other positions, in contrast, are more specific about certain competencies.
Personality traits refer to the kind of character traits that are usually required for the job.
Training ExperienceThis column reflects the basic professional training that should be undertaken before engaging in the position, otherwise it will not be promised to take up the job or not be able to do the job. Specifically, it refers to what training the employee must undergo after having the level of education, work experience, and job skills.
Other examples reflect the job characteristics that the position usually performs, in the assembly line may require three shifts; in high-tech enterprises need to work overtime often; building construction personnel often travel; general governance staff then normal commuting, etc..
4, the scope of responsibility and authority
Responsibility refers to the duties and responsibilities of this work should be completed on time.
Power of a certain job to assume a certain responsibility, there must be a mirror image of the people, property and materials on the dominant power.
The process of writing job descriptions
In order to save the cost of preparing job descriptions, the result may be a waste of more labor costs. Therefore, specific job specific analysis, not at all sloppy. A scientific job description out, usually follow this process:
1, in the preparation of the work before the human resources manager should be discussed with the relevant senior leaders, so that senior leaders take the lead in establishing a sense of responsibility for the job, the implementation of the work of the management of the portfolios, to change the free and easy style of management.
2. In the process of preparation, the supervisors of each department as well as the employees actively cooperate with the work of the Human Resource Department, and provide them with training, guidance and review of the preparation techniques.
3, the human resources department can flexibly choose the questionnaire method, interview method, work log method, field observation method, etc., to carry out serious job analysis and investigation, to understand each position's work tasks, work objectives, working conditions, superior and subordinate relationships, internal and external links, qualifications and other elements.
4, the preparation of job descriptions is not once and for all, the development of the industry, the changes in the enterprise will put forward new requirements for the position. Therefore, after the preparation of standardized job descriptions, companies should also establish a job description of the dynamic management system, by the person responsible for managing the update.