The significance of job responsibilities division 1. Job responsibilities are the direct elements to standardize employees' work behavior, realize professional division of labor and ensure the efficient operation of enterprise organizations.
Job responsibilities reflect the rights, obligations and responsibilities enjoyed by employees in specific job activities, standardize the scope of employees' work tasks and responsibilities in detail and strictly, realize the professional division of business activities among employees in different positions and the same position, and the collection of all job responsibilities constitutes the business execution scope of enterprises. The effective performance of job responsibilities and the integrated operation of departments enable the business activities of enterprises to proceed smoothly, thus ensuring the efficient operation of the organization.
Second, job responsibilities are the basic basis for strengthening enterprise management measures and achieving enterprise management goals.
Job responsibilities are the basic provisions of job content and responsibilities, the basic requirements of work execution standards, and the basic basis for enterprises to carry out quantitative assessment, performance evaluation and responsibility traceability. Enterprises should take post responsibility system as the core and post responsibility as the basis, and establish basic management measures such as assessment mechanism, restraint and incentive mechanism to promote the realization of enterprise management objectives.
The Importance of Job Responsibilities When formulating job responsibilities, employees should first really understand the nature of their jobs. The pressure of post work does not come from others, but from employees' hearts, which is transformed into the motivation of active work. Instead, we should encourage employees to participate in setting job goals and try to motivate them to achieve this goal. Therefore, the goal setting, implementation preparation and post-implementation evaluation of this position must be undertaken by the employees of this position, so that the employees of this position can realize any problems existing in this position and solve them by themselves. His boss only plays an auxiliary role, and his post work is done for himself, not for his boss or boss. This position is a stage for him to show his personal ability and life value.
In this position, the implementation of each stage of work should be actively carried out by the employees in this position, relying on their own self-efforts and self-coordination ability. Employees must give full play to their abilities of self-solving, self-judgment and independent problem-solving in their own jobs, so as to maximize the effectiveness of their work results. Therefore, enterprises should encourage employees in all positions not only to take the initiative to undertake the work they have to perform, but also to take the initiative to participate in self-decision and self-evaluation of work completion.
Secondly, when making job responsibilities, enterprises should consider that a job contains as many job contents as possible, so as to give full play to the other talents of employees who have been engaged in a single type of work for a long time. The rich content of job responsibilities can encourage a versatile employee to give full play to all kinds of skills, and will also receive the effect of encouraging employees to work actively.
Third, if the human resources of the enterprise allow, the right to transfer to other positions can be set in some job responsibilities after completing the established tasks within a fixed time. Through job change, the knowledge field and operation skills of employees in the enterprise are enriched as a whole, and at the same time, a harmonious corporate culture atmosphere is created among employees in various positions in the enterprise.
The definition of post responsibility does not simply come from the induction and generalization of the current work activities of post holders, but from the definition of work objectives based on organizational strategy. According to the practical experience of sorting out job responsibilities, we divide the working methods of job responsibilities construction into downward method and upward method.
descending method
Decreasing method is a systematic method of job responsibility decomposition based on organizational strategy and process. Specifically, it is to get the specific content of responsibilities through strategic decomposition, and then make clear what role the post should play in these responsibilities and what authority it has through process analysis.
The specific steps of using the decreasing method to construct job responsibilities are as follows:
The first step is to determine the purpose of the position.
According to the strategic objectives of the organization and the functional orientation of the department, the post purpose is determined. The purpose of post (setting) is to explain the overall goal of setting a post, that is, to concisely state why the post exists and what its special (or unique) contribution to the organization is. Readers should be able to tell the difference between this job and other job goals by reading the job goals.
The general format of work objectives is: work foundation+work content (core responsibility of the post)+work results. For example, the overall purpose of the position of manager of the planning and finance department of a company can be expressed as: under the guidance of relevant national policies and the company's work plan, organize the formulation of the company's financial policy plans and programs, lead the department staff, and provide comprehensive financial services including cost, sales, budget, tax and so on. Go to all departments to realize the effective support of financial function to the company's business operation.
Step 2: Break down key achievement areas.
Through the decomposition of the purpose of the position, the key achievement areas of the position are obtained. The so-called key achievement areas refer to several aspects that a position needs to achieve in order to achieve the purpose of the position. We use the fishbone diagram as a tool to decompose the work purpose of the above example and get the key achievement areas of the manager of the planning and finance department.
The third step is to determine the responsibility target.
Determine the responsibility goal, that is, determine the results that the position must achieve in this key result area. Because the job description is to explain the responsibilities of the post holder and the final result of the post requirements, from the result-oriented point of view, to clarify the goals to be achieved in key result areas, each goal cannot be biased towards the overall goal of the post. For example, the eight key result areas of the planning finance manager should achieve the following objectives.
The fourth step is to determine the job responsibilities.
As mentioned above, we express the final result of this post's responsibilities by determining the responsibility objectives, so this step is to determine what kind of activities and responsibilities the incumbent will undertake in order to achieve these objectives.
Because each responsibility is one or several activities (tasks) implemented by the business process on the post, the responsibilities that the post undertakes in each responsibility should be determined according to the process, that is to say, determining the responsibility is to determine the role that the post plays in the process.
When determining the responsibility, it is necessary to determine the post responsibility point according to the inflow and outflow of information. When the information is transmitted to the post, it means that the process responsibility is transferred to the post; After this position is processed, the information comes out, indicating that the responsibility is passed to the next position in the process. What does this principle embody? Process-based? 、? Clear responsibility? The characteristics of.
Taking the recruitment of a company as an example, the workflow of employee recruitment can be divided into four links:
(1) Formulation, review and approval of recruitment plan;
(2) Budget and approval of recruitment expenses;
(3) the implementation of recruitment. Among them, the recruitment of general personnel is attended by the head of the human resources department and the competent department; Recruit key employees with the participation of senior management, human resources department and (the head of the competent department);
(4) Feedback and inspection of recruitment.
In the process of recruitment planning: the recruiter of the human resources department makes a recruitment plan and then reports it to the manager of the human resources department for review, thus completing the responsibility of the recruiter to make a recruitment plan; The audit responsibility of the plan belongs to the manager of human resources department. If there is no problem in the audit, report it to the director of human resources for approval. The responsibility for approving the plan was transferred to the director of human resources. After approval, enter the next stage of recruitment process.
As can be seen from the above example, the responsibility analysis based on process makes clear what role the post should play in each responsibility and what authority it has. In order to clearly express the role and authority of the position in various duties, it is necessary to use verbs accurately and normatively in the description of duties, as shown in the above example? Manufacturing? 、? Audit? And then what? Recognition? Wait a minute.
Step 5: Describe the responsibilities.
As mentioned above, the job description is the final result of explaining the responsibilities and job requirements of the job holder. Therefore, after defining the work objectives and main responsibilities through the above two steps, we can combine the two parts to describe the work, namely: job description = what to do+work result.
Ascending method
Ascending method and descending method are just the opposite in analytical thinking, and they are bottom-up methods? Induction? . Specifically, it is to logically classify basic work activities from work elements, form work tasks, and then describe responsibilities according to the classification of work tasks. Although the ascending method is not a special system decomposition method compared with the descending method, it is more practical and operable in practical work.
The steps of writing responsibilities by ascending method are as follows:
The first step is to list and merge the basic work activities (work elements) and clearly list the corresponding tasks that must be performed;
Step 2, point out the purpose or goal of each task;
The third step is to analyze the work tasks and merge related tasks;
The fourth step is to briefly describe the main responsibilities of each part;
The fifth step is to improve the job description according to the job purpose of the post.
Taking the writing of a responsibility of the executive secretary of a company's board of directors as an example, what are the work elements listed in the table? Print the minutes of the board meeting? The tasks and responsibilities are formed by merging all the tasks listed in the table.
Self-test method
Self-test method is a method that employees fill out a self-test form after working for a period of time, and then the human resources department makes statistics and finds that the original job description is insufficient.
superiority
A, can collect the actual work situation of employees, find the shortcomings of the original manual, and reflect the shortcomings in current management control;
B, can improve employee participation, save responsibility cost.
disadvantaged
A, employees usually exaggerate their work in order to get more wages;
B, people's personality and values are different, and the evaluation criteria are different. The content of employees' self-evaluation sometimes misleads auditors;
C. Some non-routine duties will be omitted.
Flow method
Process method is a method to divide employees' responsibilities according to the company's business flow chart and ensure the smooth connection of functions of various departments.
superiority
A, can better determine some difficult to determine the job responsibilities, and better link the responsibilities of each position;
B, can better reflect the function of the post. The job responsibilities formulated by this method have distinct levels and clear boundaries, which can avoid the phenomenon of mutual wrangling;
C, help the company to reshape the business process, so as to intuitively reflect the characteristics of internal control from the overall perspective.
disadvantaged
One, can't describe some inseparable complex and specific practical work;
B, sometimes can't reflect some weaknesses in the internal control system;
C, it needs higher technology and more time.
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