Hi all,
I am not sure that if the title of this topic is correct or not in hr professional term. I need your advices to help me out. Actually, in my IT company, I am in charge of establishing and building the system of career path for type of various jobs through job descriptions.
At present, I have defined the level for a particular position and then have written a template of basic job information form filled by the incumbents for each job levels specifised beforehand.
I categorized the job description information into two part:
+ Basic part going the same through all the levels of the job.
+ Advance as competencies make differient points between few job levels.
In fact, I don't have any rational and measured data to match the incumbents with the job description with specific level. Is should be that the job descriptions I establish for the company is still theoretical use.
Could you as HR specialists or experts please advise me which way or method is good to establish and bring about the real value of this deed?
Thanks and best regards,
Yearning.
From Vietnam, Hai Phong
2I am not sure that if the title of this topic is correct or not in hr professional term. I need your advices to help me out. Actually, in my IT company, I am in charge of establishing and building the system of career path for type of various jobs through job descriptions.
At present, I have defined the level for a particular position and then have written a template of basic job information form filled by the incumbents for each job levels specifised beforehand.
I categorized the job description information into two part:
+ Basic part going the same through all the levels of the job.
+ Advance as competencies make differient points between few job levels.
In fact, I don't have any rational and measured data to match the incumbents with the job description with specific level. Is should be that the job descriptions I establish for the company is still theoretical use.
Could you as HR specialists or experts please advise me which way or method is good to establish and bring about the real value of this deed?
Thanks and best regards,
Yearning.
From Vietnam, Hai Phong
Dear Friend
Please take the details from the below link,,
https://www.citehr.com/download-list...b+Description+
Still if you need details, let me know
Regards
Mohamed Sardhar
91 93831 93832
From India, Coimbatore
Please take the details from the below link,,
https://www.citehr.com/download-list...b+Description+
Still if you need details, let me know
Regards
Mohamed Sardhar
91 93831 93832
From India, Coimbatore
Thanks Mr. Mohamed for quick response and the links.
I just go through few links relative to the topic but still question that when establish career path for a certain position in the company, at the beginning, it is quite easy to have job description for the new employee. However, it is difficult to develop and differentiate the job levels clearly and rationally by giving what kind of matrix or measures to make people understand and being persuaded in the form of job descriptions.
Could you help me with more stuffs or better explaination or practices using in some industries?
Best regards,
Yearning
From Vietnam, Hai Phong
I just go through few links relative to the topic but still question that when establish career path for a certain position in the company, at the beginning, it is quite easy to have job description for the new employee. However, it is difficult to develop and differentiate the job levels clearly and rationally by giving what kind of matrix or measures to make people understand and being persuaded in the form of job descriptions.
Could you help me with more stuffs or better explaination or practices using in some industries?
Best regards,
Yearning
From Vietnam, Hai Phong
Again, I want to hear from your experience and your practices on this issue. I really need a measures basic to match finished level-based job description with incumbents.
I hope that I could receive interpretation, suggestions and guidlines from all of you those who are interested in this issue.
Any answer will be appriciated
Regards,
Yearning.
From Vietnam, Hai Phong
I hope that I could receive interpretation, suggestions and guidlines from all of you those who are interested in this issue.
Any answer will be appriciated
Regards,
Yearning.
From Vietnam, Hai Phong
Hi Yearning
I have a similar challenge and have been tasked to produce a set of job descriptions that progressively grow through a career cycle, Starting at junior entry level and moving through to supervisory.
IT Technician Level 1
IT Technician Level 2
IT Analyst Level 1
IT Analyst Level 2
Etc
I was wondering where you got to on this and would you be willing to share your ideas?
From United%20Kingdom, Leicester
I have a similar challenge and have been tasked to produce a set of job descriptions that progressively grow through a career cycle, Starting at junior entry level and moving through to supervisory.
IT Technician Level 1
IT Technician Level 2
IT Analyst Level 1
IT Analyst Level 2
Etc
I was wondering where you got to on this and would you be willing to share your ideas?
From United%20Kingdom, Leicester
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Job Description - HR & Admin.doc