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Job description

The precise description of a job is also of fundamental importance in an increasingly dynamic competitive environment

Job descriptions form a basis for a systematic analysis and optimization of organizational structures and processes as well as for the application of modern HR instruments. They can be used, for instance, for redundancy and interface analyses. They can also serve as the basis for value-oriented concepts of leadership and remuneration. In the processes of recruitment and certification, they also contribute added value.

Contents of a job description

This variety of application possibilities makes the job description a key instrument for efficient organizational and personnel management. Depending on its intended purpose, the job description combines different contents. The following elements are seen to be essential:

  • description of the main tasks within the scope of a job
  • description of the job’s role in the wider corporate context
  • key figures which can be influenced by the job holder
  • diagram of the organizational substructure

In producing the description a major rule is: as detailed as necessary, as short as possible. You can fall back on our years of experience in preparing job descriptions and role definitions in close collaboration with the job-holder.
Constantly maintained and updated when needed, the job description constitutes the key instrument of modern organizational and personnel management.

Advantage of our approach:

  • well-structured, lucid description of the main tasks and responsibilities
  • transparency about tasks, roles and responsibilities as well as interfaces within the organization
  • flexibility regarding the extent of the description, depending on customers needs and hierarchical level
  • variety of applications, e.g. for
  • job evaluations,
  • performance appraisals
  • analyses of interfaces and processes
  • job advertisements 
  • certifications, audits