Pracalps current rules force Gurnee: Think People Consulting / August 31, 2009
article today. Return to start at a basic tool in human resource management. If you work in this field will inevitably make this tool as well, that is the job description or what is called a descriptive job or company, uses English as Job Description and abbreviated as JD JD. a document which defines the roles and responsibilities of jobs in an organization, identifying the necessary qualifications of the job as well as it's so clear in practice. Personnel administration and organizational benefits of JD has since followed in recruitment. And recruited people into work To coincide with the specified property used as a tool to assign tasks to employees who joined the new. In order not to cause "loose" some work that has not been disclosed. I was informed later Employees may feel good to use as a tool to analyze the need for training of those jobs that, by the standards of this position. Will have knowledge and skills in the work he did. Then compare it to the staff, the position is that there are other skills. Some also use it as a tool to assess the work. Ratings and work The base salary in executive pay. This is very important Wages paid by the Equal Pay for Equal Work is based on job responsibilities rather than length of service or seniority of the position requires knowledge skills. And have more responsibility You should have a higher value as a tool for performance evaluation. The performance indicators of JD Nen for companies that do not use system management portfolio, distribution scale, from corporate level down to the staff level, it can be used JD as an aid in determining the performance indicators as well. Competency helps set of applications, especially Functional Competency will come from the nature of the job straight away. That this work requires knowledge. How does it work skills And what it is used as a tool to survey wages. By a fair comparison between them. That work the same? In order to bring the salary comparison information has been required to meet the task , and to see that the interests of the HR JD is mightily but never asked myself that. We take advantage of it fully or not. The problem that I've encountered frequently. Working as a consultant for human resources management was made, but the company has a JD from five years ago never Update read JD written out. Never seem to look out for. Each position is different, however. The manager position He starts the first "planning operations," the second is "controlled according to the plan designated" the three said, "examines the work of subordinates to the limits and goals", etc., and all positions. As a manager, it will copy to a written question that I would have to do several tasks at the same position in every position. Moreover, if a JD in this manner. We will not be able to use that as above it. Because we can not work it out clearly made because it is forced by the requirements of the quality system and has made it to determine if there is any. People may see that it's JD outdated. But let's review the good that we do not fully exploit it. It is close And not important But if the wrong way It's much the same problems I outlined what I want now is an administrative person to read this article. Take a ride to see the We have to take advantage of the JD kept in our files much. We claiming seat. Followed the others to write to us. But he just kept coming. The island in the dust too.
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