A job description (job description, job description, position guide) is a personneutral, written description of a place regarding their goals, tasks, authority and relations with other places. The demarcation opposite a so-called occupation picture lies in the detailedness the representation.

Proceed

Contents of job descriptions vary naturally in literature and practice and from enterprises to enterprises. The formulation is the among other things following data clearly, simple and unmistakable to be and can to contain:

Place designation

Rank of the place owner

Classification of the place into the enterprise organization

Line range, department

The set forward place owner

Coworker subordinated directly

Representation

Objective (major task) of the place

Tasks (executive functions, specialized technical, special tasks and personal tasks)

Authority and obligations

Requirements of the place owner

Co-operation with other places

Indication of wage or salary brackets

Entrance date

Material-organizational instructions (e.g. distributor, next examination, signatures)

Before the final adjustment of job descriptions the woman employees should be taken part in the creation process. The coming into force takes place only via the signature of the creator, the place owner as well as its Vorgesetzen. A 100%ige adjustment is however problematic, since a present/immediate condition is described. There must be intended thus place, in order document examinations with the place owner and be able if necessary changes to register. All in all the extent of the form is not to exceed 2 - 3 sides.

The signed job description becomes thus a firm component of the work contract.

Pro and cons

{| border=1

! Advantages! Disadvantages | - | 

• clearly outlined action and deciding match area (tasks, authority and responsibilities)
• Avoidance of authority conflicts
• more precise recruitment advertising, filling of vacancies and personnel development
• easier training of new coworkers (place owners)

|

• Adjustment on described activities - flexible co-operation forms are obstructed
• high time and organization overhead
• Costs of the introduction, regular revision and actualization
• Promotion of over-organization and range thinking

|}

Application conditions

An application takes place particularly with stable enterprise environment and tasks of routine. Usually the portion of foreseeable, programmable tasks with rising hierarchy level and increasing qualification of the coworkers decreases. Therefore no exact indication concerning tasks is possible and it the goals which can be pursued is only described. The more strongly a place however tasks of routine notices, is the job description the more in detail.

Occupation picture/recruitment advertising

In addition of it contain recruitment advertising only the requirements to a place which can be occupied again and give information over the desired requirement profile, the necessary training, abilities and other conditions.

This occupation picture, by which during the recruitment in particular use is made, represents thus the subrange of a job description, which one needs, in order to communicate with the job market. Above all in-house data are excluded here.

Literature

• M. Schulte-Zurhausen: Organization. Vahlen, Munich 2002, ISBN 3800628252, P. 488-493
• Conrad Berenson, Henry O. Ruhnke: As one accomplishes job description. Gabler, Wiesbaden 1977, ISBN 3-409-38124-4
• Heinz toggle, Helmut Schneider: The job description. Sourly, Heidelberg 2000, ISBN 3-7938-7234-3
• Gerd Ulmer: Job descriptions as instrument of control. Wirtschaftsverl. Ueberreuter, Vienna 2001, ISBN 3-7064-0763-9

Related links

• Example of a form for job description
• Example job description in the pdf format
• Information on endoline.de - job description
• The job descriptions interpret correct

see also:

• Adhesion
• Action assistant after BGB
• Authority
• Responsibility

Articles in category "Job description"

We found here 8 articles.

Related Websites

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