Job duty description or job Profile; Which one is more appropriate

One of the ques­tions that many man­agers and human resource experts face is select­ing between job descrip­tion (duty)and job profile.

Difference of Job Profile and Job duty description

First of all, it is bet­ter to have an expla­na­tion of each of these two and the mod­els help to pre­pare.
A job descrip­tion includes a set of duties and tasks that an employ­ee must per­form. From gen­er­al tasks to details of how to do the job. This text should be inte­grat­ed and should be able to express suf­fi­cient tasks from each job. This means that a method should be used which ensures the job has been seen com­pre­hen­sive­ly.
With this expla­na­tion, we eas­i­ly find many of the texts that cur­rent­ly applies in orga­ni­za­tions can­not be called “job descrip­tion”. Texts which usu­al­ly includes phras­es such as “and do oth­er things which are requested”

DACUM Model in Job Description

DACUM mod­el is one of the most well-known meth­ods of com­pil­ing task descrip­tions, sug­gests a pan­el of experts with the pres­ence of a facil­i­ta­tor. They clear Duties and Tasks, and even Steps to do the job. In this way, a com­pre­hen­sive text is obtained for each job and cov­ers whole job.

This text some­times reach­es about 30 to 40 pages describ­ing the tasks of each job.
Now if we com­pare this text with many com­mon job descrip­tions uti­lized by orga­ni­za­tions, eas­i­ly see that what is often called a job descrip­tion is not sim­i­lar to a job descrip­tion or job pro­file.
A well-pre­pared job descrip­tion, is use­ful for novice employ­ees and cov­ers jobs which do not require inno­va­tion and ini­tia­tive. But pro­fes­sion­als avoid from them because it lim­its author­i­ty and inno­va­tion. In addi­tion, it needs con­stant and reg­u­lar updates due to changes happens.

The ten­den­cies of the new gen­er­a­tions com­ing to busi­ness and work envi­ron­ment — who are main­ly edu­cat­ed pro­fes­sion­al and inter­est­ed in free­dom and author­i­ty — are not com­pat­i­ble with this type of job descrip­tion.
That is why many busi­ness­es have decid­ed mov­ing to the “Job Pro­file”. The Hay Group mod­el is one of the struc­tured meth­ods in prepar­ing a job profile.

In this mod­el key respon­si­bil­i­ties and expect­ed results are men­tioned which pro­vide suf­fi­cient free­dom to act. Oth­er impor­tant areas such as job pur­pose, per­for­mance indi­ca­tors, capa­bil­i­ties and com­pe­ten­cies, work­ing envi­ron­ment are also con­sid­ered. In this method, the time for prepar­ing the desired text is reduced from a few days to a few hours, which also makes easy revi­sions.
Sam­ple job descrip­tions from many suc­cess­ful inter­na­tion­al com­pa­nies show that the Hay Group mod­el is applied to explain job roles and account­abil­i­ties.
Ryan Rah­bard Human Resources Con­sult­ing and Train­ing Company,

pro­vides sea­soned work­shops and the first huge data­base of job pro­files, which is the result of more than ten years of con­sult­ing and train­ing job analy­sis and prepa­ra­tion of job pro­files in var­i­ous indus­tries, includ­ing oil and gas and petro­chem­i­cals, soft­ware, projects and con­struc­tion, com­mu­ni­ca­tions and telecom­mu­ni­ca­tions, phar­ma, steel, etc.
Those who are inter­est­ed are wel­come con­tact us to receive job pro­files they need (includ­ing gen­er­al jobs as well as spe­cial­ized jobs in dif­fer­ent industries).