Quality HR - JOB DESCRIPTION

Quality HR - JOB DESCRIPTION

Job description (JD) has been widely used to define the competency requirement that develop through specific job position responsibilities and authorities. It commonly used to comply with ISO9001 requirements. However the job description is too general and does not provide necessary information for recruitment, selection and promotion process. This will lead to wrong job matching that will cause high employees turnover rate, reduce motivation and the most worrying is reduce productivity level. With effective JD, the HR personnel can identify the type of personal profile that match the positions offered and identified the need for training and development.

Critical SUCCESS MODEL for JOB DESCRIPTION (JD)

The development of effective JD, required holistic approached in organization. This included human resources strategy start from organization VISION, MISSION and POLICY. The MODEL  included:

·         The competency requirements

·         Task definitions

·         Job personal profile

 7 STEPS in developing JOB DESCRIPTION (JD)

STEP 1 - Understanding  organization behaviour

-          The organization type and strategy

-          Human Resources requirements

STEP 2 – Develop the process model

-          Creating job position

STEP 3 – Create Organization Chart

-          Creating job position

-          Opportunities for development and growth

STEP 4 – Identify detail job task for the process

-          Segregate the task to

o    Responsibility

o    Authorities

o    Accountability

STEP 5 - Matching job task with competency requirements

-          Identify SETE requirements

STEP 6 - Matching job task with JOB Profile (Behaviour and Attitute)

-          Suit the Task with SISIP

o    S aing (Contendor)

o    I kut (Follower)

o    S urvivor

o    I mbang (Balancer)

o    P rinsip (Believer)