Develop your own job responsibilities.

Refers to the job content and the scope of responsibility required by a post. A post is established by an organization to complete a task, and consists of job type, post, professional title and grade content. Responsibility is the unity of duty and responsibility, which consists of two parts: the scope of authorization and the corresponding responsibility.

Determine responsibility

1, create the job name and its number according to the task needs;

2. Determine the scope of work according to the type of work;

3. Determine the equipment, tools, work quality and efficiency used in the post according to the nature of the work;

4. Clarify the post environment and determine the post qualifications;

5, determine the relationship between the positions;

6, according to the nature of the post clear responsibility, to achieve job goals.

Duty manual

There are three types of general duty manuals.

The first category: code of conduct and image.

The second category: work norms, work procedures and standards, and competence standards.

The third category: related professional ethics manuals.

Construction method

(1) descent method

Decreasing method is a systematic method of job responsibility decomposition based on organizational strategy and process. Specifically, it is to get the specific content of responsibilities through strategic decomposition, and then make clear what role the post should play in these responsibilities and what authority it has through process analysis.

The specific steps of using the decreasing method to construct job responsibilities are as follows:

The first step is to determine the purpose of the position.

According to the strategic objectives of the organization and the functional orientation of the department, the post purpose is determined. The purpose of post (setting) is to explain the overall goal of setting a post, that is, to concisely state why the post exists and what its special (or unique) contribution to the organization is. Readers should be able to tell the difference between this job and other job goals by reading the job goals.

The general format of work objectives is: work foundation+work content (core responsibility of the post)+work results. For example, the overall purpose of the position of manager of the planning and finance department of a company can be expressed as: under the guidance of relevant national policies and the company's work plan, organize the formulation of the company's financial policy plans and programs, lead the department staff, and provide comprehensive financial services including cost, sales, budget, taxation, etc. Go to all departments to realize the effective support of financial function to the company's business operation.

Step 2: Break down key achievement areas.

Through the decomposition of the purpose of the position, the key achievement areas of the position are obtained. The so-called key achievement areas refer to several aspects that a position needs to achieve in order to achieve the purpose of the position. We use the fishbone diagram as a tool to decompose the work purpose of the above example and get the key achievement areas of the manager of the planning and finance department.

The third step is to determine the responsibility target.

Determine the responsibility goal, that is, determine the results that the position must achieve in this key result area. Because the job description is to explain the responsibilities of the post holder and the final result of the post requirements, from the perspective of result orientation, it is necessary to clarify the goals to be achieved in key result areas and ensure that each goal cannot deviate from the overall goal of the post.

The fourth step is to determine the job responsibilities.

As mentioned above, we express the final result of this post's responsibilities by determining the responsibility objectives, so this step is to determine what kind of activities and responsibilities the incumbent will undertake in order to achieve these objectives.

Because each responsibility is one or several activities (tasks) implemented by the business process on the post, the responsibilities that the post undertakes in each responsibility should be determined according to the process, that is to say, determining the responsibility is to determine the role that the post plays in the process.

When determining the responsibility, it is necessary to determine the post responsibility point according to the inflow and outflow of information. When the information is transmitted to the post, it means that the process responsibility is transferred to the post; After this position is processed, the information comes out, indicating that the responsibility is passed to the next position in the process. This principle embodies the characteristics of "process-oriented" and "clear responsibility".

Taking the recruitment of a company as an example, the workflow of employee recruitment can be divided into four links:

(1) Formulation, review and approval of recruitment plan;

(2) Budget and approval of recruitment expenses;

(3) the implementation of recruitment. Among them, the recruitment of general personnel is attended by the head of the human resources department and the competent department; Recruit key employees with the participation of senior management, human resources department and (the head of the competent department);

(4) Feedback and inspection of recruitment.

In the process of recruitment planning: the recruiter of the human resources department makes a recruitment plan and then reports it to the manager of the human resources department for review, thus completing the responsibility of the recruiter to make a recruitment plan; The audit responsibility of the plan belongs to the manager of human resources department. If there is no problem in the audit, report it to the director of human resources for approval. The responsibility for approving the plan was transferred to the director of human resources. After approval, enter the next stage of recruitment process.

It can be seen that the process-based responsibility analysis clearly defines what role the position should play in each responsibility and what authority it has. In order to clearly express the role and authority of the position in various duties, verbs should be used accurately and standardized in the description of duties, just like "formulation", "examination" and "approval" in the above examples.

Step 5: Describe the responsibilities.

As mentioned above, the job description is the final result of explaining the responsibilities and job requirements of the job holder. Therefore, after defining the work objectives and main responsibilities through the above two steps, we can combine the two parts to describe the work, namely: job description = what to do+work result.

(2) Ascending method

Ascending method and descending method are just the opposite in analytical thinking, which is a bottom-up "induction method". Specifically, it is to logically classify basic work activities from work elements, form work tasks, and then describe responsibilities according to the classification of work tasks. Although the ascending method is not a special system decomposition method compared with the descending method, it is more practical and operable in practical work.

The steps of writing responsibilities by ascending method are as follows:

The first step is to list and merge the basic work activities (work elements) and clearly list the corresponding tasks that must be performed;

Step 2, point out the purpose or goal of each task;

The third step is to analyze the work tasks and merge related tasks;

The fourth step is to briefly describe the main responsibilities of each part;

The fifth step is to improve the job description according to the job purpose of the post.

Example of responsibility

Folding clerk

1. Implement the company's promotion plan and check the arrival of price tags and promotional posters.

2. Answer customers' questions accurately and give help.

3. Put the goods on the shelf and arrange them according to the requirements of commodity display.

4. Track the sales of stacked goods and replenish them in time.

5. Be responsible for the acceptance and return of purchased goods.

Manager of folding management department

1. Be responsible for the promotion and implementation of enterprise standardization and standardized management.

2. Be responsible for reviewing enterprise investment and project opening plans, and participate in investment decision-making.

3. Responsible for the drafting and improvement of various rules and regulations of enterprise operation.

4. Be responsible for collecting, summarizing and analyzing the work of various departments of the enterprise and putting forward suggestions for improvement.

5. Responsible for the implementation of enterprise internal audit.

Manager of folding management department

1. Responsible for drafting important enterprise manuscripts according to the leadership intention and enterprise development strategy.

2 responsible for the management of enterprise data and information, as well as the daily administrative affairs of publicity and reporting.

3. Responsible for the daily safety and fire management of the enterprise.

4. Responsible for reception, publicity and public relations at the front desk.

5. Be responsible for general affairs, logistics and vehicle management.

Manager of folding technology department

1. Responsible for the design and R&D management of all products of the enterprise.

2. Responsible for organizing the testing management of new products developed by enterprises.

3. Be responsible for designing the technological process of developing new products by enterprises.

4. Be responsible for the technical improvement, quality improvement and control of enterprise products.

5. Be responsible for the research of enterprise product quota and the arrangement of relevant technical data.