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.