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Here you give your interlocutor the opportunity to clarify or add a point. It is relevant for several reasons, the first because we often forget relevant issues and because it reduces the risk that the interlocutor does not assume the job description as their own. 4.- Adaptation : As I mentioned before, it is important to separate the wheat from the chaff at this point and know how to identify which points are relevant and should be modified and which are not. In this sense, I recommend that you be flexible, as long as it is not something non-negotiable. . The previous documentation. One of the most relevant problems when implementing a job description project is the time required both by the project team and by occupants and managers.
That is why I will always recommend that you take advantage of all the previous information that you may have within the organization. If there are already previous job descriptions, you can use them as a basis to analyze and reformulate them (if necessary). This method is recommended business email list whenever the descriptions you have are quite up-to-date (if they are from 3-4 years ago, for example) and, above all, if there are many managers of the same or equally classified positions. This method will save time. The observations. The method of observations is very specific and makes sense in some specific circumstances or cases. In the first place, we can obviously only use it when the tasks can be observable.
Drawer of course, but must it be said? Secondly, it is especially useful when you require analysis of dedication times. And finally, its use is highly recommended when the person occupying the position does not have the qualification to complete a questionnaire. We help you take care of your most important asset: PEOPLE! This method is the one that requires the most time resources, as it is a field method, and I would only recommend its use in case of specific need.The questionnaire . The questionnaire is the least cost method of all. It is about reflecting in a document those concepts and questions necessary to complete a first draft of the job description.
That is why I will always recommend that you take advantage of all the previous information that you may have within the organization. If there are already previous job descriptions, you can use them as a basis to analyze and reformulate them (if necessary). This method is recommended business email list whenever the descriptions you have are quite up-to-date (if they are from 3-4 years ago, for example) and, above all, if there are many managers of the same or equally classified positions. This method will save time. The observations. The method of observations is very specific and makes sense in some specific circumstances or cases. In the first place, we can obviously only use it when the tasks can be observable.
Drawer of course, but must it be said? Secondly, it is especially useful when you require analysis of dedication times. And finally, its use is highly recommended when the person occupying the position does not have the qualification to complete a questionnaire. We help you take care of your most important asset: PEOPLE! This method is the one that requires the most time resources, as it is a field method, and I would only recommend its use in case of specific need.The questionnaire . The questionnaire is the least cost method of all. It is about reflecting in a document those concepts and questions necessary to complete a first draft of the job description.