What does a job description generally include?

What does a job description generally include? (1) Basic information of the position, namely position identification, including position name, department, direct supervisor, staffing, department code and position code;

(2) Work objectives and responsibilities. Focus on describing the work objectives to be achieved or realized in this position, as well as the main responsibilities and authority of this position;

(3) Work content. This column describes in detail the specific work of this position, and should write out everything that needs to be done to achieve the work goal in a comprehensive and detailed way.

(4) The temporal characteristics of the work. For example, there may be three shifts on the assembly line; You need to work overtime frequently in high-tech enterprises.

(5) The assessment criteria for work completion results and suggestions are usually combined with the assessment system of the organization;

(6) Education, fill in the minimum education requirements that the position should have at present;

(7) Work experience, reflecting the minimum work experience requirements before engaging in this position;

(8) Professional skills, certificates and other abilities; 、

(9) Special training, which reflects the basic professional training that should be carried out before working in this position, excluding the contents listed in professional skills and other abilities;

(10) Physical requirements are very important for manual labor.

Job description manual

General components of a job description:

1. Title of the position. Take the manager of human resources department as an example, hereinafter referred to as HRM. The title should be written as manager.

Second, the name of the department. The department name of HRM should be written as Human Resources Department.

Third, the incumbent. Write down the name of the incumbent. And the incumbent should sign it to show its effectiveness.

Fourth, direct supervisor. The direct supervisor of the human resources manager should be written as the competent deputy general manager. Need to provide the place where the direct supervisor signs to show effectiveness.

5. Appointment time. The term of office is also the effective time, which is generally the same as the labor contract.

6. qualifications. Including education, work experience, specialties and so on. For example, the special skills of HRM refer to mastering the operation mode of modern human resource management and being familiar with domestic human resource management policies and regulations and the dynamics of talent market.

Seven, the number of subordinates. Refers to the number of people under the jurisdiction of the department.

Eight, communication relationship. Generally divided into external and internal levels. For example, the internal communication of HRM includes deputy general manager, department manager and employees. External communication includes the higher authorities, the personnel and labor department of the city, major media or recruitment websites, major training institutions, candidates or peers, and relevant industry associations.

Nine, the purpose of post setting. For example, the post purpose of HRM is to design and apply human resource management mode and related incentive policies according to the company's strategic development needs, to stimulate employees' potential, to develop talents, and to achieve the goal of human resources developing into a market leader in the industry.

X. Administrative licensing right. Refers to the financial authority and administrative examination and approval authority owned by the company.

XI。 Job content and responsibilities. This is the place where the job description is heavy and heavy, and it is also the place that consumes the most pen and ink. Including the scope and degree of responsibility, measurement standards, etc. For example, the responsibilities of HRM include these aspects: organizational system and system; Training; Personnel assessment and performance evaluation; Recruitment; Salary incentive policy; Post management, department management and construction, etc.

Twelve, ability requirements and personality tendencies and characteristics. It's a personalized thing, and it should be regarded as a requirement for job modification.

Thirteen, career development planning. Including position relationship and theoretical support. Position relationship is divided into direct promotion position, associated conversion position and promotion position. Theoretical support refers to the relevant requirements of learning and training.

What does the job description of HR compensation specialist include? Job description manual

Department: Management Department

Position: Compensation Commissioner

Job Title: * * * Job Code: * * *

Number of managers directly under the Human Resources Department * *

Workplace human resources department

Job Purpose: To implement policies related to human resources, and do a good job in workshop wage management and wage accounting for employees and above in various departments.

Work permit rights: personnel permit rights:

Financial permission: the right to apply for the required materials.

Authority of business decision-making: Do a good job in salary management and accounting according to relevant regulations.

Qualifications:

College degree or above in education, major in human resource management or finance.

Work experience and qualifications require more than 2 years of work experience, familiar with salary management common sense.

Knowledge and ability: accounting knowledge, with certain organizational ability.

Personality and physical condition: innovative and healthy.

Communication relationship: * * *

Reporting target: manager of human resources department.

Object of supervision and management: * * * * * * * *

Partners: departments, workshop leaders, etc.

External relations:

Position development: * * * * *

Promotable position: manager of human resources department.

Rotatable positions: Administrative Commissioner, Personnel Commissioner.

Key performance criteria: timeliness and effectiveness of salary management.

operating duty

1. Under the leadership of the human resources manager, implement the company's human resources management policies and do a good job in salary management and accounting.

2. Be responsible for the attendance statistics of employees above the staff level in each department, and do a good job in the monthly salary accounting of employees above the staff level.

3. Strengthen the guidance and supervision of the wage accounting of pieceworkers and hourly workers in the workshop, and do a good job in auditing the wage accounting of employees in each workshop.

4. Summarize the payroll of each workshop, send it to the superior for review, and report it to the general manager for approval.

5. Accept employees' complaints and deal with employees' salary accounting.

6. Strengthen salary investigation and study, reflect the problems existing in salary in time, put forward specific measures and suggestions for salary management, and continuously improve salary management.

7. Other tasks assigned by superiors.

What should the instructions include? Article 18 of the Detailed Rules for the Implementation of the Patent Law stipulates that the description of an application for a patent for invention or utility model shall indicate the name of the invention or utility model, which shall be consistent with the name in the request. The specification shall include the following contents: (1) technical field: specify the technical field to which the technical scheme to be protected belongs; (2) Background technology: stating the background technology that is helpful for understanding, searching and examining the invention or utility model; Possibly, the archives reflecting these background technologies are cited; (3) Content of the invention: specify the technical problems to be solved by the invention or utility model and the technical scheme adopted to solve the technical problems, and specify the beneficial effects of the invention or utility model relative to the existing technology; (4) Description of drawings: If there are drawings in the specification, give a brief description of each drawing; (5) Specific mode of implementation: explain in detail the preferred mode of realizing the invention or utility model that the applicant thinks; If necessary, give examples; If there are drawings, refer to the drawings. The applicant for a patent for invention or utility model shall write the specification in the manner and order specified in the preceding paragraph, and write the title at the front of each part of the specification, unless the nature of the invention or utility model can be written in other ways or order, so as to save the length of the specification and enable others to accurately understand the invention or utility model. The description of an invention or utility model shall use standardized words and clear sentences, and shall not use quotations such as "as stated in the claims" or commercial propaganda terms. Where an application for a patent for invention contains one or more nucleotide or amino acid sequences, the specification shall include a list of sequences conforming to the provisions of the patent administration department of the State Council. The applicant shall submit the sequence table as a separate part of the specification, and submit a computer-readable copy of the sequence table in accordance with the provisions of the patent administration department of the State Council.

What should be included in the description of the trust plan? (1) Basic information of the trust company.

(2) The name and main contents of the trust plan.

(3) A summary of the contents of the trust contract;

(four) the date, duration and trust unit price of the trust plan;

(5) The name of the recommendation institution of the trust plan;

(six) the name list and resume of the trust manager;

(seven) legal opinions issued by the law firm;

(8) Risk warning contents.

(9) Other contents stipulated by China Banking Regulatory Commission.

How to write the job description? Composition of job description

Job descriptions have different standards according to different purposes, and usually use job descriptions for internal management purposes. However, according to the characteristics of the recruitment market, Fiberhome headhunting company put forward the formulation of job descriptions. The job description used for internal management generally consists of the following organic parts: 1. Job name. Take the manager of human resources department as an example, hereinafter referred to as HRM. The title should be written as manager. Second, the name of the department. The department name of HRM should be written as Human Resources Department. Third, the incumbent. Write down the name of the incumbent. And the incumbent should sign it to show its effectiveness. Fourth, direct supervisor. The direct supervisor of the human resources manager should be written as the competent deputy general manager. Need to provide the place where the direct supervisor signs to show effectiveness. 5. Appointment time. The term of office is also the effective time, which is generally the same as the labor contract. 6. qualifications. Including education, work experience, specialties and so on. For example, the special skills of HRM refer to mastering the operation mode of modern human resource management and being familiar with domestic human resource management policies and regulations and the dynamics of talent market. Seven, the number of subordinates. Refers to the number of people under the jurisdiction of the department. Eight, communication relationship. Generally divided into external and internal levels. For example, the internal communication of HRM includes deputy general manager, department manager and employees. External communication includes the higher authorities, the personnel and labor department of the city, major media or recruitment websites, major training institutions, candidates or peers, and relevant industry associations. Nine, the purpose of post setting. For example, the post purpose of HRM is to design and apply human resource management mode and related incentive policies according to the company's strategic development needs, to stimulate employees' potential, to develop talents, and to achieve the goal of human resources developing into a market leader in the industry. X. Administrative licensing right. Refers to the financial authority and administrative examination and approval authority owned by the company. XI。 Job content and responsibilities. This is the place where the job description is heavy and heavy, and it is also the place that consumes the most pen and ink. Including the scope and degree of responsibility, measurement standards, etc. For example, the responsibilities of HRM include these aspects: organizational system and system; Training; Personnel assessment and performance evaluation; Recruitment; Salary incentive policy; Post management, department management and construction, etc. Twelve, ability requirements and personality tendencies and characteristics. It's a personalized thing, and it should be regarded as a requirement for job modification. Thirteen, career development planning. Including position relationship and theoretical support. Position relationship is divided into direct promotion position, associated conversion position and promotion position. Theoretical support refers to the relevant requirements of learning and training.

Main points of job description writing

Job description preparation points 1. The job description is not the incumbent's current job. 2. Not limited to the status quo, focus on the needs of organizational post setting. 3. For the position, not for the person. 4. Job descriptions are generally prepared in the form of tables, which are usually divided into seven parts: 1. Basic information: job name, department, immediate superior, subordinate, responsibility analysis date, etc. 2. Purpose of the position: an overview of the position; 3. Duties and authorities: divided into main duties and authorities, related duties and authorities and temporary work; 4. Working relations: divided into internal relations and external relations, including liaison departments and personnel; 5. Qualification: including education level, work experience, skills and level, personality and quality; 6, assessment indicators, weight, salary grade, job development direction; 7. Working environment.

Job description template

Job description of director of dispatching room

Job title Director of Dispatching Office

Department dispatching room

Name of immediate leadership position Marketing Company Manager

Directly subordinate positions: deputy director of dispatching room, dispatching technician.

Second, the workflow:

Instructions from the manager of the transportation and marketing company → various temporary meetings → deputy director of dispatching and dispatching technicians.

Third, job responsibilities:

A, under the leadership of the competent manager, responsible for the overall work of the operation department, is the first person in charge of scheduling business.

2. Responsible for the organization and coordination of production safety of all production units of the company, and organize the company's pre-shift, safety and temporary regular meetings.

The third is to supervise and inspect the implementation of the work and briefing assigned by the leaders.

Four, responsible for the company's security business, responsible for solving the monthly ten-day inspection and safety team to find out the major hidden dangers, monthly assessment, and organize an accident analysis meeting.

Five, do a good job in product structure adjustment, do a good job in the rational allocation of commercial coal, and effectively organize the implementation of the vehicle plan.

Six, reasonable arrangements for scheduling costs, with the least amount of money to do big things, the principle of doing things without spending money, saving the expenditure of scheduling costs.

Seven, carry out the instructions of the superior about safety in production.

Eight, the organization pays special attention to the business study of all dispatchers.

Nine, conscientiously complete the tasks and work assigned by the leadership temporarily.

Four, the harm of this position:

1, on-site command operation to prevent illegal command.

2. Pay attention to wearing labor protection articles when entering the work site for various activities.