Hi all,
I am not sure if the title of this topic is correct in HR professional terms. I need your advice to help me out. In my IT company, I am responsible for establishing and building the system of career paths for various jobs through job descriptions.
Currently, I have defined the level for a particular position and have created a template of basic job information forms to be filled out by the incumbents for each job level specified beforehand.
I have categorized the job description information into two parts:
- The basic part remains the same across all levels of the job.
- Advanced competencies may differ between job levels.
I lack rational and measured data to match the incumbents with the job descriptions for specific levels. It seems that the job descriptions I have developed for the company are still theoretical.
As HR specialists or experts, could you please advise me on the best way or method to establish and realize the true value of this initiative?
Thanks and best regards,
Yearning
I am not sure if the title of this topic is correct in HR professional terms. I need your advice to help me out. In my IT company, I am responsible for establishing and building the system of career paths for various jobs through job descriptions.
Currently, I have defined the level for a particular position and have created a template of basic job information forms to be filled out by the incumbents for each job level specified beforehand.
I have categorized the job description information into two parts:
- The basic part remains the same across all levels of the job.
- Advanced competencies may differ between job levels.
I lack rational and measured data to match the incumbents with the job descriptions for specific levels. It seems that the job descriptions I have developed for the company are still theoretical.
As HR specialists or experts, could you please advise me on the best way or method to establish and realize the true value of this initiative?
Thanks and best regards,
Yearning