What does hr mean by jd?

The meaning of job description

HR is the abbreviation of humanresource, which refers to human resources. Human Resources (HR) refers to the sum of the population in a country or region who are of working age, under working age, and over working age but capable of working.

JD in HR means job description (JobDescription). JD, in recruitment, the most commonly used meaning is job introduction and job description. JD mainly includes the job title, job responsibilities, job conditions, and skills required by the job. The personality requirements of the job can also be written in the job description. A job description describes the job itself, not the person who performs the job.

The role of jd

1. Provide a basis for recruiting and hiring employees.

2. Manage employees by objectives.

3. It is the basic basis for performance appraisal.

4. Provide a basis for the company to formulate salary policies.

5. Basis for employee education and training.

6. Provide a basis for employee promotion and development.

Three criteria for judging the success of human resources

According to the CIPD (British Human Resources Industry Association) report, three major areas are crucial to the success of human resources: support from senior management; Alignment of HR strategy with organizational strategy, support from line management. Moreover, these standards are not mutually exclusive.

1. Support from senior management

In layman's terms, how far a company's human resources can go depends on how much attention its executives attach to human resources cognition. Their cognition determines the work process and main output of human resources. As Purcell (2001:4) states, “What HR can do is, to some extent, what the dominant executives in the company allow or invite HR to do”.

2. Consistency between human resources and organizational strategy

Integrating human resources and organizational strategy is "the basis for achieving operational excellence" (Briggs and Keogh, 1999). In human resource strategy, effective management of talent is key to ensuring that stakeholder expectations are met and is therefore a source of sustained competitive advantage for the organization (CIPD, 2004).

3. Line management support

As human resources increasingly focus on strategy, line management support is crucial to the success of strategy formulation and execution, and ultimately depends on its The organization's ability to create value. However, the response to decentralizing HR activities to departments has been mixed, with some line managers keen to take on HR responsibilities while others expressed dissatisfaction with the prospect (Gautam and Davis, 2007). Furthermore, for decentralization to be successful, line managers must be given the necessary training, support and time to carry out HR activities.