job description and job Classification

Design Job Description and Job Profile 2

A job descrip­tion and job pro­file should state the main rea­son for the job and then talk about the respon­si­bil­i­ties and out­comes which are assigned to the job. A pro­fes­sion­al­ly pre­pared job pro­file includes oth­er com­po­nents also.

job description 

job descrip­tion can pro­mote performance

In short, the job descrip­tion should be pre­pared in such a way to say all key account­abil­i­ties and respon­si­bil­i­ties. No sign of elo­quence is acceptable.

See the result of a sur­vey revealed the answer: “Do you know what is expect­ed in your job?”

Job description

Three per­cent of them did not know at all, twelve per­cent were not sure, forty-four per­cent knew almost, and only forty-one per­cent of them knew what to expect. This means that fifty-nine per­cent of the par­tic­i­pants did not real­ly know what was expect­ed of them in their job.

Job, descrip­tions are less impor­tant than they should be unfor­tu­nate­ly. They tend to be very long and con­tain com­plete and prac­ti­cal details of the job. For this rea­son, they get old and unable quickly.

Job description

Result Orientation in Hay Group Method of Job description

A goal-ori­ent­ed job descrip­tion or job pro­file like what hay group method pro­pos­es, can be use­ful for hir­ing, man­ag­ing per­for­mance, defin­ing train­ing needs, and deter­min­ing salary levels.

Most impor­tant­ly, an employ­ment con­tract with­out a job descrip­tion impos­es unnec­es­sary risk on the busi­ness from legal point of view.

Job description

We in Rayan Rah­bord HR con­sul­tan­cy com­pa­ny pro­pose hay group method for these rea­son. We pre­pared a rich data­base of job pro­files which are pre­pared by Hay Group Method, con­sid­er­ing Iran­ian indus­try con­text and new HR paradigm.

Our Training Programs Advantage 

Our Train­ing work­shops are pre­pared based on the world wide accept­ed mod­els and meth­ods. Our approach is cre­at­ing spe­cial­ized skills, and learn­ing and enabling par­tic­i­pants to imple­ment the train­ing sub­ject in their orga­ni­za­tion after active par­tic­i­pa­tion. These skills cre­ate a new win­dow for man­agers and human resources pro­fes­sion­als to see from a new view point.

Our Approach in HR Consulting Services

Ryan Rah­bord Ltd. places great empha­sis on inter­nal­iz­ing best prac­tices and meth­ods in orga­ni­za­tions. So that all con­sult­ing projects begin after learn­ing the con­cept. In this way, imple­men­ta­tion will be accom­pa­nied by aware­ness of the out­look and mas­tery of the tech­nique. Then orga­ni­za­tion will also will be able to make updates in line with changes by itself.

Aligning HR Good Practices with Local Law and Regulations

Our experts and lawyers who are flu­ent in labor law and social secu­ri­ty law will help you to reduce legal risks in imple­ment­ing com­pen­sa­tion and HR improve­ment projects as well as issu­ing con­tracts and any oth­er employ­ment relat­ed matters.

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