You know you need job descriptions. They help you stay legal. They are important to hiring the right people for the right job. They are needed by employees to know exactly what their role and contribution is supposed to be.
But who has the time to write them? How can they be updated on a continuous basis so that they are always current, and help in training, performance review, and many other human resources functions?
You do with our help.
Definition
Job models identify the work performance elements that relate to one another in clear and understandable language. Thus, job holders know:
- Clearly what resources to use and what triggers their work
- What rules and regulations to adhere to
- What procedures and activities to engage in step by step
- What communication will aid in doing or correcting their work and confirm their progress and results
- What positive consequences they are expected to achieve for clients, themselves, and the enterprise
- What products and services, in what form, will produce the positive consequences
What makes Performance International’s Job Models so special?
- Job Models define jobs in action, operational terms that reflect what the person performing the job is expected to do.
- Job Models clarify work processes, and specify skills and knowledge needed.
- Employees develop the job models so that they reflect what they actually do and you may need to change or improve
- Jobs keep changing and you need a way to clearly let employees know new job expectations; time wondering about change is time lost.
- People working in self-managed teams need to know what others are doing and how so that they can relate to one-another.
Here are links to learn more about Why Job Models? and see a Sample Job Model.