Job Description vs Role Description - key result areas.. CiteHR
CiteHR
 
HOME ANSWERED NEW ABOUT LOGIN
Home > Human Resource Section > Human Resource Management

Job Description vs Role Description

mallet Started The Discussion:

Source: Lucy Doss


Job Description vs Role Description

~~~~~~~~~~~~ ~~~~~
1. Expectations vs.Participative
~~~~~~~~~~~~ ~~~~~
Job Description: is the framework for a particular position based on the expectations of the management from the person.

Role Description: is participative in nature.

~~~~~~~~~~~~ ~~~~~
2. Managment Changes vs Consultative Process
~~~~~~~~~~~~ ~~~~~
Job Description: It can be changed / revised / modified at any time by the management.

Role Description: It involves a consultative process for any changes / revisions / modifications.

~~~~~~~~~~~~ ~~~~~
3. Ownership
~~~~~~~~~~~~ ~~~~~
Job Description: The employee may have high commitment for a Job Description but may lack ownership.

Role Description: The employee will have high commitment as well as full sense of ownership (responsibility) towards his/ her role.

~~~~~~~~~~~~ ~~~~~
4. Jobs AND Competencies
~~~~~~~~~~~~ ~~~~~
Job Description: Merely includes the jobs to be performed by the person.

Role Description: Includes the job to be performed as well as the attributes / competencies required by the role occupant.

~~~~~~~~~~~~ ~~~~~
5. Task AND Skills
~~~~~~~~~~~~ ~~~~~
Job Description: The Key Result Areas (KRAs) will only encompass the task orientation.

Role Description: The KRAs will focus on task as well as skills.

~~~~~~~~~~~~ ~~~~~
6. Goal setting
~~~~~~~~~~~~ ~~~~~
Job Description: Goal setting is relatively easier through the Job Description.

Role Description: Goal setting is relatively more elaborate but much more meaningful.

~~~~~~~~~~~~ ~~~~~
7. Task Performance AND Managerial Qualities
~~~~~~~~~~~~ ~~~~~
Job Description: Goals set with the help of a Job Description may confine only to task performance.

Role Description: Goals set for the role will include the task performance as well as the managerial qualities.

~~~~~~~~~~~~ ~~~~~
8. Outcome Orientation
~~~~~~~~~~~~ ~~~~~
Job Description: Since a Job Description is a unilateral data, the goal setting may also ultimately be a unilateral exercise.

Role Description: Since role description is a participative data, the goals will also be the outcome of a participative discussion between the role occupant and his/ her controlling officer.

~~~~~~~~~~~~ ~~~~~
9. Appraisal
~~~~~~~~~~~~ ~~~~~
Job Description: Appraisal is quite a simple exercise merely using the data.

Role Description: Appraisal is a bit tedious but quite wholesome (having potential assessment of the employee - a growth orientation) ,

thanks for this informantion it is very useful to me can you please tell me process to do role discription

Found This Useful? +Vote Up This Page Via Google.  

Why Vote? User validation is extremely important for good content to prosper.
Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.




Explore Topical Knowledge Areas

Interesting Relevant Discussions


DISCUSSSION STATISTICS


3664
VIEWS

1
REPLY

PLEASE KEEP YOUR CONDUCT PROFESSIONAL AND POLITE


3M Users, 100K+ Documents & 450K+ Discussions

Share »

Community Support & Professional Insights. Login or Register.
Email/Username     Password  

About Us - Advertise - Contact Us - RSS   On Google+  
All trademarks and copyrights held by respective owners. Member comments are owned by the poster.
Privacy Policy | Disclaimer | Terms Of Service
Facebook Page | Follow Us On Twitter | Linkedin Network