How to write the job description?

The writing process of job description

With the development of the company and the change of the situation, it may be necessary to adjust some contents after recruiting JD for a period of time. The adjustment can be applied for by the business department and adjusted by the human resources department, or the quality department will issue a rectification sheet when problems are found in the inspection process, and the human resources department will make adjustments. The adjustment can be carried out according to the specified process.

How to make a job description

The core thinks that the subjective color is strong, which reduces and attacks the enthusiasm of employees and makes the recruitment work inefficient. More seriously, staff training is difficult to carry out and lacks pertinence. First of all, we should start with job analysis. Job analysis is a basic activity of human resource management, which is a series of collection, analysis and synthesis of job information to describe or explain a job completely, so as to provide information about the job for management activities. The job analysis starts with the following eight elements (6w2h): who: who is engaged in this job, who is responsible, and the qualification requirements for personnel's academic qualifications, professional knowledge and skills, experience and professionalism. Who: for whom, that is, who the customer is. Customers here refer not only to external customers, but also to employees in various departments of the enterprise, including those who are directly related to the people engaged in the work: direct superiors, subordinates, colleagues, customers and so on. When: Time requirements for work. Location: workplace, environment, etc. How much: It is a complex system engineering to analyze the expenses and rewards paid for this work. The work analysis of an enterprise must be planned as a whole and carried out in stages and steps. The commonly used methods of job analysis are: questionnaire survey, summary analysis, employee record, direct interview and observation. With the results of job analysis, we can start to formulate job descriptions. In most cases, the job description should include the following main contents: 1. Job identification, including job name, department, affiliation, job number, etc. 2. Job analysis date: The purpose is to avoid using expired job descriptions. 3. Work summary: briefly explain the work content. 4. Post responsibilities: including direct responsibilities and leadership responsibilities (there is no such content in non-management positions). 5. Work specification: that is, the basic qualifications necessary for this job. Mainly have academic qualifications, personality characteristics, physical requirements and other requirements. It is best to formulate the statement of work according to the specific situation of the company, and pay attention to the concise and clear words when compiling, using easy-to-understand words; The more specific the content, the better, avoiding network formalization; With the continuous expansion of the company's scale, the job description must be revised and supplemented in a certain period of time to keep up with the pace of the company's development.

How to write a job description

I don't think it's necessary to think so complicated, just write job responsibilities according to the level of department leaders.

Job description content

1, basic position information, which is also called position identification. Including post name, post number, name, department, immediate superior, level and rank, staffing, etc. 2. Job Description This is the most important content. This column specifically describes the specific work that the post is engaged in, and it is necessary to write out in detail every work that needs to be done to complete the work goal, including the general situation, activity process, work contact and work authority of each work. At the same time, this item can also describe the working environment and working conditions of each job, as well as the different tools and equipment used in different stages. 3. Qualifications of the post This item should fill in the minimum academic requirements that the post should have at present. In job analysis, it often happens that an employee has many years of service and rich high school education, but his education obviously cannot represent the required education level. When determining academic qualifications, we should consider what the minimum academic qualifications should be if new employees are allowed to work, not necessarily the academic qualifications of current employees. Experience reflects the minimum work experience requirements before taking up the post, which generally includes two aspects: first, professional experience requirements, that is, relevant knowledge and experience background; There is also a demand for work experience within the organization, especially for some middle and senior management positions within the organization. The skill requirement reflects the basic skills and abilities that the position should have. Some positions require higher professional skills, and you can't work without professional skills. In contrast, other positions require more specific abilities. Personality traits refer to the personality traits that employees usually need to have in this position. Training experience This column reflects the basic professional training that should be carried out before engaging in this position, otherwise it will not be hired or incompetent. Specifically, it refers to what training employees must undergo after they have the education level, work experience and work skills. Others, such as reflecting the job characteristics of the post, may need three shifts on the assembly line; Need to work overtime frequently in high-tech enterprises; Construction workers often travel; The general manager goes to work normally. 4. The scope of responsibility refers to the responsibilities of this work and the tasks that should be completed on time. A job with certain power must bear certain responsibilities and have the right to control people, money and things that match it.

Problems in writing job descriptions

How to write department responsibilities and job descriptions

A complete job description generally includes:

Basic information of post (post name, subordinate unit, post category, post level, name of incumbent);

Work summary (explained in one or two sentences);

Job responsibilities (describe the main work to be done);

Requirements for the post (education major, work experience background, working ability in all aspects, foreign language, computer, etc.) may have special requirements such as gender, age, adaptability to business trips, and ability to drive. ).

How to write a job description

A complete job description generally includes:

Basic information of post (post name, subordinate unit, post category, post level, name of incumbent);

Work summary (explained in one or two sentences);

Job responsibilities (describe the main work to be done);

Requirements for the post (education major, work experience background, working ability in all aspects, foreign language, computer, etc.) may have special requirements such as gender, age, adaptability to business trips, and ability to drive. ).

How to write job responsibilities

The so-called post responsibility is established by the organization to complete a certain task. It consists of job type, post, professional title and grade. And obligation is the unity of obligation and responsibility. It consists of two parts: the scope of authorization and the corresponding responsibilities. The following is an example of a company manager, providing you with a model of job responsibilities for your reference only.

1. resolutely obey the unified command of the deputy general manager in charge, conscientiously implement his work instructions, and be responsible for all management actions of the competent leader;

2. Strictly implement the company's rules and regulations and earnestly perform their duties;

3. To be responsible for organizing the formulation, inspection, revision and implementation of index plans for human resources development, labor employment and labor utilization;

4. Be responsible for formulating the personnel management system of the company. Design personnel management procedures, study, analyze and put forward improvement opinions and suggestions;

5. Be responsible for the formulation, implementation and control of the work objectives of this department;

6. Responsible for the rational allocation of labor posts and the control of the total labor force. Organize the formulation of labor quota, do a good job in staffing workshops and related positions of all departments of the company, reasonably control the total labor force and total wages in combination with the actual production, and timely organize the control, analysis, revision and supplement of labor quota to ensure the rationality and accuracy of labor quota and prevent labor waste;

7. Responsible for personnel evaluation and assessment. Establish personnel file database, standardize personnel training, assessment and selection procedures, and organize regular and irregular personnel investigation, assessment and selection;

8. Prepare annual, monthly and monthly labor balance plans and salary plans. Do a good job in the rational flow and arrangement of labor force;

9. Formulate the working system of labor and personnel statistics. Establish and improve the statistical accounting standards for personnel and labor, and regularly compile labor-related statistical reports; Regularly prepare and submit annual, quarterly and monthly comprehensive or special statistical reports on labor and personnel;

10. Be responsible for the labor discipline management of the company's employees. Check the implementation of the company's labor discipline regularly or irregularly, make timely assessment, and be responsible for the management of attendance, rewards and punishments, vacations and transfers;

1 1. Strictly abide by the Labor Law, local labor policies and the company's labor management system, be responsible for recruitment, employment and dismissal, organize the signing of labor contracts, and manage employees according to law;

12. Be responsible for reviewing the salary standard of each post. Do a good job in labor wage statistics, be responsible for the verification and audit of daily wages and overtime wages, and handle attendance, rewards and punishments, vacations and transfers;

13. Be responsible for the quota and plan management of labor protection articles for employees;

14. Cooperate with relevant departments to do safety education. Participate in the investigation and handling of employee casualty accidents and put forward handling opinions;

15. Be responsible for preparing the training plan, and pay special attention to staff training. While doing a good job in the basic education of employees, we will gradually promote pre-job training and skills and professional knowledge training, combine professional technical knowledge with comprehensive management knowledge, and improve the training mode and system;

16. Seriously complete other tasks assigned by company leaders.

What are the job description preparation processes and precautions?

You didn't do the job description alone.

It should be done by all departments together.

Before making a job description, you must first set the position and personnel.

Our usual correct method should be:

1\ is to define the objectives of the enterprise first.

2\ Then allocate corresponding resources to the target.

3\ Among them, the human resources that should be equipped are the content of your current job analysis.

How many human resources do you need?

We should analyze it first.

4\ Clear organizational structure

5\ Determination of responsibilities of organizational departments

6\ So, how many people and positions should there be in the organization?

7\ Determine the responsibilities of each post.

8\ Determine the working standards of each post.

Work standards must be quantified before they can be assessed, otherwise the assessment is empty talk.

9\ Finally, determine the assessment plan.

10\ Determination of evaluation index

1 1\ Determination of evaluation content

12\ Carrying out and summarizing analysis is the key to finding effective evaluation methods, achieving goals and promoting work and efficiency.

How to write a job description

A complete job description generally includes:

Basic information of post (post name, subordinate unit, post category, post level, name of incumbent);

Work summary (explained in one or two sentences);

Job responsibilities (describe the main work to be done);

Requirements for the post (education major, work experience background, working ability in all aspects, foreign language, computer, etc.) may have special requirements such as gender, age, adaptability to business trips, and ability to drive. ).

Provide you with a website with more comprehensive job descriptions: blog. 163/...83320/

I hope the above answers are helpful to you!

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