How Can I Make Job Descriptions More Practical and Aligned with Career Paths?

yearning
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
yearning
Dear Mr. Mohamed,

Thank you for your quick response and for sharing the links. I have reviewed a few links related to the topic, but I still have a question regarding the establishment of a career path for a specific position within the company. Initially, it is relatively easy to have a job description for a new employee. However, it becomes challenging to clearly and logically develop and differentiate job levels by providing the appropriate matrix or measures to help individuals understand and be convinced through the job descriptions.

Could you assist me further with additional information, a better explanation, or practices commonly used in certain industries?

Best regards,
Yearning
yearning
Again, I want to hear from your experience and your practices on this issue. I really need measures to match basic finished level-based job descriptions with the incumbents.

I hope that I could receive interpretations, suggestions, and guidelines from all of you who are interested in this issue. Any answer will be appreciated.

Regards,
Yearning.
Mrgeebee
Hi Yearning,

I have a similar challenge and have been tasked to produce a set of job descriptions that progressively grow through a career cycle, starting at junior entry level and moving through to supervisory roles such as IT Technician Level 1, IT Technician Level 2, IT Analyst Level 1, IT Analyst Level 2, and so on.

I was wondering where you got to on this and would you be willing to share your ideas?
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