شرح وظایف (Job Description) یا شناسنامه شغل

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
DACUM

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.

job description

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).

job description
job descrip­tion

 

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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