Hi to all,
Can anybody help me out with the job description process? I am working in a mid-sized manufacturing company with a staff strength of 250 employees. We would like to start creating job descriptions for all positions. I need all of your suggestions on how I should proceed with this task. If anyone has a PowerPoint presentation or materials on job descriptions, please post them on the site.
Regards,
Seema
From India, Mumbai
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5Can anybody help me out with the job description process? I am working in a mid-sized manufacturing company with a staff strength of 250 employees. We would like to start creating job descriptions for all positions. I need all of your suggestions on how I should proceed with this task. If anyone has a PowerPoint presentation or materials on job descriptions, please post them on the site.
Regards,
Seema
From India, Mumbai
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Hi Seema,
Recently, I worked on the job descriptions of the staff members and designed their format.
First of all, as I am new to my organization, I started by gaining an understanding of the jobs, duties, and responsibilities within the respective departments. I provided each department member with a one-page format to fill out, including:
- Name
- Designation
- Department
- Person reporting to
- Officiating person
- Duties and responsibilities related to their job
- Authorities and power
After receiving responses to this format, in consultation with the management and my seniors, I designed a job profile format with the following content:
- Name
- Department
- Designation
- Person reporting to
- Officiating person
- Essential job functions
- Other functions (non-essential)
- KRAs (Key Result Areas)
- Working conditions
- Qualifications required for the post
- Experience required for the post, etc.
Other elements included signatures from the respective department HOD, HR Head, Director, and a declaration indicating that the individual has read their job profile and is committed to performing all duties and responsibilities to the best of their ability.
Currently, I am working on the performance appraisal procedures in my organization, and these job profiles are proving to be very helpful in this system.
I hope my experience can be of help to you, and please feel free to ask for any further information. Your suggestions are most welcomed.
Best regards,
Rashi
From India, Delhi
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Recently, I worked on the job descriptions of the staff members and designed their format.
First of all, as I am new to my organization, I started by gaining an understanding of the jobs, duties, and responsibilities within the respective departments. I provided each department member with a one-page format to fill out, including:
- Name
- Designation
- Department
- Person reporting to
- Officiating person
- Duties and responsibilities related to their job
- Authorities and power
After receiving responses to this format, in consultation with the management and my seniors, I designed a job profile format with the following content:
- Name
- Department
- Designation
- Person reporting to
- Officiating person
- Essential job functions
- Other functions (non-essential)
- KRAs (Key Result Areas)
- Working conditions
- Qualifications required for the post
- Experience required for the post, etc.
Other elements included signatures from the respective department HOD, HR Head, Director, and a declaration indicating that the individual has read their job profile and is committed to performing all duties and responsibilities to the best of their ability.
Currently, I am working on the performance appraisal procedures in my organization, and these job profiles are proving to be very helpful in this system.
I hope my experience can be of help to you, and please feel free to ask for any further information. Your suggestions are most welcomed.
Best regards,
Rashi
From India, Delhi
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Hi,
Job evaluation is basically used to evaluate the effectiveness of a particular job. There are no difficulties I faced in this process. I'm attaching a format of the questionnaire I designed for conducting job evaluation successfully in our organization. I hope it will be of help. If you have any doubts or face difficulty in this, feel free to contact.
Cheers,
Archna
From India, Delhi
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Job evaluation is basically used to evaluate the effectiveness of a particular job. There are no difficulties I faced in this process. I'm attaching a format of the questionnaire I designed for conducting job evaluation successfully in our organization. I hope it will be of help. If you have any doubts or face difficulty in this, feel free to contact.
Cheers,
Archna
From India, Delhi
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Hi Seema,
We cannot help you with the evaluation until you provide a fair idea of the kinds of questions you have asked. Here are some tips though:
1. Rate every question based on its importance and relevance. This should be determined by the current needs of the company and what the company considers most important from its employees.
2. What is your aim behind conducting this activity? Identify the most relevant questions that align with your aim.
3. Identify if there is any common factor or issue that is mentioned by every employee. This will help you pinpoint the key concerns among the employees.
If you can provide the nature of your questions, I may be able to offer further assistance.
Regards,
Rakhi
From India, Pune
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We cannot help you with the evaluation until you provide a fair idea of the kinds of questions you have asked. Here are some tips though:
1. Rate every question based on its importance and relevance. This should be determined by the current needs of the company and what the company considers most important from its employees.
2. What is your aim behind conducting this activity? Identify the most relevant questions that align with your aim.
3. Identify if there is any common factor or issue that is mentioned by every employee. This will help you pinpoint the key concerns among the employees.
If you can provide the nature of your questions, I may be able to offer further assistance.
Regards,
Rakhi
From India, Pune
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hi rakhi, i am attaching the questionnaire for your reference. Please go through it and give ur suggestion. regards seema
From India, Mumbai
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From India, Mumbai
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Hi there,
Regarding your question on how to develop job descriptions, my fellow consultants have provided valuable information on what a job description should contain, but I would like to add a small piece of information that may be essential. Before you work on determining the job descriptions, you need to have an overall organizational objective, mission, and vision. You should then streamline these objectives into smaller department objectives, which should further align with position objectives. Subsequently, you can outline the duties required for each position by creating job descriptions based on the day-to-day responsibilities, utilizing the information provided above by my fellow consultants.
Regards
From Oman, Muscat
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Regarding your question on how to develop job descriptions, my fellow consultants have provided valuable information on what a job description should contain, but I would like to add a small piece of information that may be essential. Before you work on determining the job descriptions, you need to have an overall organizational objective, mission, and vision. You should then streamline these objectives into smaller department objectives, which should further align with position objectives. Subsequently, you can outline the duties required for each position by creating job descriptions based on the day-to-day responsibilities, utilizing the information provided above by my fellow consultants.
Regards
From Oman, Muscat
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Job Analysis & Job Description.pdf
Job Description - HR & Admin.doc