Moskva, Moscow, Russian Federation
The article defines the place of job descriptions in the system of personnel management, formulated and disclosed such requirements to them as: timeliness, relevance, reliability and objectivity, credibility and validity, completeness, conciseness, targeted, specific, rule of law, the uniqueness and uniformity of terms, precision, clarity (clarity), consistency. The sequence of development documents regulating the activities of the organization shows the relationship of job descriptions and position of the structural unit. The article describes how to design a job description. The main shortcomings of modern domestic job descriptions are revealed. The author presents fragments of job descriptions of various categories of personnel. Ways of enhancing the efficiency of the job description in the modern Russian companies are shown. The article describes ways to create product-oriented job description, definition of job descriptions of key performance indicators and competencies, creating job descriptions from the description of business processes. In conclusion summarizes the main ideas to turn the job descriptions in the foundation of the system of personnel management in the organization.
personnel documentation, provision on structural division, duty regulations, regulations, function, duty, work products, indicators of efficiency, competence, business processes.
Необходимость повышения эффективности деятельности организации, независимо от ее численности, требует от ее руководства обращать особое внимание на разработку взаимоотношений, определение полномочий и должностных обязанностей каждого исполнителя. Эффективную работу персонала сложно организовать без инструкций, разработанных для каждой должности. Справедливо считается, что без них рабочие процессы будут построены недостаточно профессионально, однако, перефразировав авторов бестселлера «Паблик рилэйшнз (PR)» Фрэнка Джефкинса и Дэниэла Ядина, следует, что ничто в мире HR не делается хуже, чем разработка должностных инструкций. К сожалению, должностные инструкции нередко не решают тех задач, для которых они создаются, а сами сотрудники зачастую относятся к ним свысока, рассматривая их как элемент бюрократии.
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