The job profile outlines the main components of the job – use it wisely
Job Profile
The job profile details the employee’s job. These are the main components for which the employee was hired. In a direct and executable format, the job profile provides a picture of the employee’s main tasks.
The job profile will contain an overview of:
- Key responsibilities of the job
- Experience required to perform the job
- Skills necessary to perform the job
- Education and qualifications required for the job
- Physical requirements of the job and the work environment in which the job will be performed
- Reporting, designation, level, and management or function
- Salary range information, usually a low and high range
The term job profile is often used almost interchangeably with job description, whether in terms of the term and content, but there is a difference between them in terms of the level of detail. A job profile allows for greater flexibility in current goals and expectations. A job description is an overview of the job requirements.
A job description provides a high level of detail, so there is no doubt in the employee’s understanding of their job responsibilities. For example, a Human Resources Manager may have a responsibility for training and developing employees in the job profile.
In the job description, six to eight main descriptions of this responsibility may be specified to outline general responsibilities.
Job Profile vs Job Description
Using the above job description for a Human Resources Manager, here is a comparison between one component in the job profile and the job description. You can see how the difference affects the definition of one job.
Job Profile
Training and Development
Responsible for developing an internal training and development program that includes new employee orientation, management development, performance development planning for each employee, assessing training needs, selecting appropriate training systems and methods, and managing the training and development budget.
Job Description
Training and Development
Defines all training programs in human resources, assigns authority/responsibility for human resources and managers within those training programs. Provides necessary training and reinforcement materials for managers and employees, including workshops, manuals, employee handbooks, and consolidated reports. Leads the implementation of a performance management system that includes performance development plans and employee development programs. Creates an internal system for employee training that defines and provides the training needs of the company. The training system includes the following: assessing training needs, new employee orientation or recruitment, management development, cross-training for production, measuring training impact, and best practices for training transfer. Assists managers in selecting and contracting external training programs and consultants. Aids in developing and monitoring company training budget expenditures.
How to Use the Job Profile
The job profile is a useful tool. Especially in recruitment and job posting, the job description provides a wealth of information. The job profile focuses on the important elements to provide a picture of the job. Use the job profile as needed to describe your jobs to potential candidates.
Job profiles provide a good explanation of the job components and what you are looking for in an employee when posted with job opportunities on your recruitment site. Potential employees will notice the job components and requirements in your job advertisement. The job profile gives them enough information to determine if they are qualified and interested in your job. This saves time and disappointment for both the employer and the job seeker.
If the job profile is used correctly and effectively, it is another useful tool in the human resource management toolbox. Use it wisely to attract employees, define jobs, and provide direction for employees.
Source: https://www.thebalancemoney.com/job-profile-how-to-develop-and-use-1918158
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