One of the main questions you need to answer when analyzing a job and preparing a job profile is how to identify a reliable

source for collecting job information.
Usually, managers and job experts are recommended as the target audience. But why should they be interviewed when preparing a job profile?

Let’s exam­ine this issue from the root. We know that in man­age­ment busi­ness mod­els, man­agers play a key role in orga­niz­ing the work­force, bud­get, equip­ment, and oth­er facil­i­ties to imple­ment goals in the orga­ni­za­tion and achieve busi­ness results.

 

The correct process for appointing managers in businesses

When estab­lish­ing a busi­ness or invit­ing man­agers to per­form man­age­r­i­al respon­si­bil­i­ties, the expect­ed goals and results, in oth­er words, the demands of the busi­ness by the founders or their rep­re­sen­ta­tives and senior man­agers, should be clear­ly stat­ed. After the man­ager’s abil­i­ty to per­form these respon­si­bil­i­ties is proven through an assess­ment cen­ter or com­pe­ten­cy-based inter­view, the man­ag­er is asked to present appro­pri­ate cur­rent and devel­op­ment plans.

The plans include mea­sures, bud­get, facil­i­ties, and human resources appro­pri­ate to achieve the agreed results. An impor­tant part of the plan includes how to employ appro­pri­ate man­pow­er, in oth­er words, a descrip­tion of the respon­si­bil­i­ties and com­pe­ten­cies required to per­form the work and per­for­mance mon­i­tor­ing indi­ca­tors, which are revealed in a suit­able job description.

 

A competent manager and useful information for a job description

It can be clear­ly seen that if a man­ag­er does not have a grasp of the respon­si­bil­i­ties of his sub­or­di­nates, as well as the abil­i­ty and com­pe­ten­cies nec­es­sary to imple­ment them, he will not be able to orga­nize and man­age opti­mal per­for­mance. Only then can the plans pre­sent­ed by the man­ag­er be eval­u­at­ed and the final deci­sion to appoint him to the desired posi­tion be made.

The Hey Group job descrip­tion is result-ori­ent­ed and pays atten­tion to busi­ness pri­or­i­ties and is approved by the Min­istry of Labor in the clas­si­fi­ca­tion of jobs accord­ing to the Labor Law.

For this rea­son, the manager/supervisor of each unit is the most qual­i­fied per­son who is expect­ed to have the infor­ma­tion required to design a job and com­pile a job descrip­tion. He can also intro­duce experts to par­tic­i­pate in the job inter­view in his place and, after con­duct­ing the inter­view and prepar­ing the ini­tial ver­sion of the job ID, review it and approve the results.

 

Features of the HayGroup Model in Preparing a Job ID

The Hay­Group Mod­el, which is one of the well-known mod­els of job analy­sis and prepar­ing a job ID in the world, has paid spe­cial atten­tion to these busi­ness con­cepts and has based its solu­tions on this.

We can clear­ly say that the Hay Group method is the mod­el that is most com­pat­i­ble with the results-ori­ent­ed nature of busi­ness­es and the main rea­son for the exis­tence and employ­ment of man­agers in the orga­ni­za­tion — improv­ing pro­duc­tiv­i­ty and per­for­mance — and sup­ports them with a vari­ety of inte­grat­ed solutions.

In this regard, the Rayan Rah­bord job data­base, which con­tains more than 1050 job pro­files from var­i­ous indus­tries, has been pre­pared after con­duct­ing more than eleven thou­sand spe­cial­ized inter­views over more than twelve years and col­lect­ing infor­ma­tion from man­agers and experts and ana­lyz­ing it using the Hay Group method.

This spe­cial Per­sian-lan­guage col­lec­tion is now used by many lead­ing indus­tries as well as experts who want to have accu­rate and up-to-date infor­ma­tion about their jobs.

By search­ing for your desired job title in this data­base, you can view some of the avail­able job infor­ma­tion and pur­chase it if you are sure that you have select­ed the right job.

Also, our job analy­sis work­shops and prepar­ing job pro­files using the Hay Group method, by Dr. Morad Ahmadipour, the only Iran­ian-trained per­son at the Hay Group, ensures that you receive the edu­ca­tion­al con­tent from a first-hand source and can be assured of the qual­i­ty of edu­ca­tion and learning.

He also pro­vides sup­port to par­tic­i­pants from his twen­ty years of expe­ri­ence in inter­na­tion­al and Iran­ian com­pa­nies even after the end of the train­ing workshop.

 

Relat­ed arti­cles and notes:

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

RRC HR Train­ing Work­shops and Courses

Hay Group Job pro­file and Job Descrip­tion – Train­ing Workshop

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