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

شرح وظایف (Job Description) یا شناسنامه شغل

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 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.

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.
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job description
job description

ویژگی‌های خاص کارگاه‌های آموزشی رایان راهبرد چیست؟

کارگاه‌های رایان راهبرد بر اساس مدل‌ها و روش‌های روز دنیا و با رویکرد ایجاد مهارت تخصصی تدارک دیده شده‌اند و یادگیری انجام موضوع آموزش پس از مشارکت فعال تضمین شده است. این مهارت‌ها برای مدیران و متخصصان منابع انسانی یک مزیت رقابتی ایجاد می‌کنند تا در موقعیت‌های شغلی مناسبی در این حرفه قرار گیرند.

رویکرد رایان راهبرد در ارائۀ خدمات مشاوره منابع انسانی چگونه است؟

رایان راهبرد تأکید زیادی به درونی‌سازی متدهای به کار گرفته‌شده در سازمان‌ها دارد. به طوری که تمامی پروژه‌های مشاوره پس از آموزش به ذینفعان و متولیان منابع انسانی سازمان آغاز می‌شوند. بدین ترتیب اجرا با آگاهی از دورنما و تسلط بر تکنیک همراه خواهد بود. سازمان نیز در آینده وابسته به مشاور نبوده و می‌تواند خود، به‌روز‌رسانی‌ها را متناسب با تغییرات پیش برد.

مطالب و یادداشت‌های وب سایت رایان راهبرد چابک چه ویژگی‌هایی دارد؟

کادر تحریریه رایان راهبرد چابک متشکل از متخصصان منابع انسانی با تسلط بر روزنامه‌نگاری است و متفاوت با فعالان دیجیتال مارکتینگ فعال در فضای مجازی و شبکه‌های اجتماعی، به کیفیت محتوا وفادارند. مطالب و یادداشت‌هایی که در وب سایت منتشر می‌شوند، عمدتاً محتوای تولیدی و یا ترجمه‌ای از روندها و سیگنال‌های موجود در فضای جهانی منابع انسانی است که خاص رایان راهبرد است. این محتواها برای اولین بار به زبان فارسی منتشر می‌شوند.

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