How To Develop Employee And Position Analysis Or Job Description

Having your own business is certainly one of the greatest achievements in your life. Nowadays, many people are choosing to run their own business because it can provide greater profits without having to work under the leadership of others. Having your own business means that you also play a role as a leader. As a leader, you would have to know how to set up and develop your business so that your business can grow optimally. There are many important aspects you need to consider in maintaining and improving the performance of your business ranging from the quality of the products or services you produce up to what the business strategy should you use to run your business. Another important thing you need to consider in maintaining and improving the performance of your business is the quality of human resources or employee who works at the company you have.

There are many ways you can do to manage your employees. One way is to make the job descriptions of employees or also known as the job description. At one company, the employees would have a different position. Each company also has a vision and a goal apiece. There are goals that you need to accomplish if you have your own company or business. Therefore, as a business owner, it is important for you to formulate your company's vision and structure the company as well.

How To Develop Employee  Description

If you can structure the company properly, you can prepare a good position description as well which will help you in running a business or company that you have. Each office employees would have the responsibility and the different activities. To find out about what the responsibilities and activities that must be performed by the employee, there should be an analysis of the position or job analysis.

 

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Position analysis aims to collect and categorize all the relevant information about a particular position in the company at a certain period. Benefits different job descriptions for each level of position within the company. The benefits of constructing a position description or job description include:

Benefits to the employer. Job descriptions can help employers optimize responsibilities and subordinate role in the company.

Benefits to the leadership of the organization. Job descriptions can help a leader organization in leadership and provide motivation so that the incumbent can produce optimal performance.

Benefits to the incumbent. Position description can be used by the incumbent as a guide and guidelines to know what to expect from the organization as well as what to do for the organization.

Benefits for recruiters. Position description can be used recruiters to find out where the right candidate in accordance with job requirements.

Benefits for the trainer. Trainer position description can be used as a guide to find out what training needs required by the incumbent.

Benefits to the assessor. The assessor can use job descriptions to analyze competencies incumbent.

Benefits for career planners. Career planners can use job descriptions to place the individual in accordance responsibilities, roles, as well as the needs of the organization.

Benefits for planning and organizational development. Position description can be used by the planning and development of the organization in making a plan that requires an understanding of the roles and responsibilities of the post of office.

Benefits for job evaluators. Job evaluators can use job descriptions to measure the load position and comparing the load position with each other within an organization.

How To Develop  Position Or Job Description

Of the various benefits of the above, it can be seen that compose the position description is a very important thing to do in a business organization or company, especially in relation to human resource development within the company.

Before creating the position description or job description, you need to perform job analysis or position analysis beforehand. Job analysis can be performed with three conditions:

1. To position or a completely new position in the company, but already contained in the organizational structure.
2. For the position or positions that already exist in the company but no personnel who fill these positions.
3. For the position or positions that already exist in the company and has been filled by personnel but such personnel do not have job descriptions.

Job analysis for each condition requires a different kind of approach. In the first condition, the approach used is to find references to other business organizations. For the second and third conditions, the approach can be used, among others, is to gather information from the incumbent or from expert staff.

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In the preparation of job descriptions are good, there are at least five important elements that need your attention. These five elements are:

Identify the work. In the identification of the work, the aspects that need to be considered include the job title, job code, institution or department, division, as well as the direct supervisor.

Summary of work. Summary highlights the work of the general characteristics of a particular position. Summary of work to be able to provide adequate information about the differences in the primary activity and function of each position.

Obligations of work. Contains about all the things that a liability for a particular position.

Responsibility of work. Represent the final outcome will be achieved through the obligation of office and set specific standards in performance measurement.

Specifications job. Describing the specific requirements in the aspect of "compensate factors". Specifications of work usually includes four aspects, namely responsibility, effort, skill, and working conditions.

Having regard to the five important elements in preparing job descriptions, you will be able to generate an effective job descriptions so that each holder of a position in your company can carry out their duties and obligations in a more optimal.