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 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?”
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.
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.
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.
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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.
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