Job Description
A job description or job description is a personal neutral written description of a job with their work objectives, work content , tasks , competences and relations with other entities. The demarcation from a so-called cast image lies in the detail of the presentation. An international job posting is also called an assignment letter in the recruiting sector.
Action
The contents of job descriptions vary in literature and practice as well as between companies. The wording should be clear, simple and unambiguous and can contain the following information in particular:
- Classification of the position in the company organization
- Representation
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Job description
- Objective (main task) of the position
- Tasks (management tasks, specialist tasks and personal tasks)
- Competencies and duties
- Requirements for the job holder
- Cooperation with other bodies
- Training opportunities
- Performance criteria / measurement points for measuring expected performance standards
- Factual and organizational information (e.g. distribution list, next check, signatures)
Those affected should be involved in the design of a job description. The drafting is usually concluded with the signatures of the creator, the job holder and his superior. Job descriptions should only last as long as they reflect reality, as they describe an instantaneous state.
Professional job descriptions contain information on performance expectations, which provide supervisors and job holders with an objective basis for assessing performance. These are used to formulate requirement profiles.
The legally required job description is part of the employment contract . The content of the description of the activities is largely identical to that of the job description, which is why the employment contract is often based on the latter.
Advantages and disadvantages
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Conditions of use
It is mainly used in a stable corporate environment and routine tasks. As a rule, the proportion of predictable, programmable tasks decreases with increasing hierarchy level and increasing qualification of employees. This is why it is not possible to give precise details about tasks and only the goals to be pursued are described. However, the more a job perceives routine tasks, the more detailed the job description.
Occupation picture / job advertisement / requirement profile
In addition to this, the job advertisement only contains the requirements for a new position to be filled and provides information about the required requirement profile , the required training, skills, characteristics and other requirements.
This staffing profile, which is used in particular in recruiting, thus represents the part of a job description that is required to communicate with the job market. In particular, company-internal information is excluded here.
See also
- liability
- Clerk according to BGB
- responsibility
literature
- Conrad Berenson, Henry O. Ruhnke: How to Perform Job Description . Gabler, Wiesbaden 1977, ISBN 3-409-38124-4 .
- Heinz Knebel, Helmut Schneider: The job description . 8th edition, Law and Economy, Frankfurt / Main 2006, ISBN 978-3-937-44476-5 .
- Götz Schmidt: Organization - organizational structures . 5th edition. Giessen 2011, ISBN 978-3-921313-79-4 .
- Manfred Schulte-Zurhausen : Organization. 5th edition, Vahlen, Munich 2010, ISBN 978-3-8006-3736-2 .
- Horst Schwarz: job descriptions . 13th edition. Haufe, Freiburg 1995. ISBN 3-448-03069-4 .
- Jürg Studer: Job description and requirement profile - organizational tools for HR professionals, Zurich: SPEKTRAmedia, 1999, ISBN 3-908244-09-9 .
- Gerd Ulmer: Job descriptions as a management tool . Economic development Ueberreuter, Vienna 2001, ISBN 3-7064-0763-9 .