Hi, I need help designing designations for a company. The staff is relatively small and has a tenure in the company of 18 to 20 years.
I need some tips on what factors should be considered to do justice to the current manpower as well as the newcomers.
Thanks
From India, Mumbai
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2I need some tips on what factors should be considered to do justice to the current manpower as well as the newcomers.
Thanks
From India, Mumbai
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Dear Information-Seeker,
Our View: "Designations indicate some of the duties, responsibilities, and roles the Designation-Holder is expected to perform. However, there could be, and most likely would be, a difference of opinion between the Holder and those who "scripted" the designation, per se. The designation, thus, is illustrative, not a comprehensive nomenclature. Nevertheless, due diligence is needed while the management and the doer collaborate in designing the designation, keeping in mind, mindfully, the following contributing factors:
1. Tasks to be performed as envisaged at that point of time;
2. Capabilities required to perform the tasks listed;
3. Mission, Vision, and Values well-crafted by the organization/establishment/entity concerned, which ought to be in alignment with the laws of the land, the spirit of the constitution embraced, and the universal human rights as understood; and
4. Commitment to the cause of co-creating wealth and well-being.
Once the direction is determined/decided, working out the details/descriptions becomes easy and simple and outlives changing scenarios.
Sharan,
Transformatix Performance Solutions,
harsh@transformatix.in
Oct 22, 2017
From India, Delhi
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Our View: "Designations indicate some of the duties, responsibilities, and roles the Designation-Holder is expected to perform. However, there could be, and most likely would be, a difference of opinion between the Holder and those who "scripted" the designation, per se. The designation, thus, is illustrative, not a comprehensive nomenclature. Nevertheless, due diligence is needed while the management and the doer collaborate in designing the designation, keeping in mind, mindfully, the following contributing factors:
1. Tasks to be performed as envisaged at that point of time;
2. Capabilities required to perform the tasks listed;
3. Mission, Vision, and Values well-crafted by the organization/establishment/entity concerned, which ought to be in alignment with the laws of the land, the spirit of the constitution embraced, and the universal human rights as understood; and
4. Commitment to the cause of co-creating wealth and well-being.
Once the direction is determined/decided, working out the details/descriptions becomes easy and simple and outlives changing scenarios.
Sharan,
Transformatix Performance Solutions,
harsh@transformatix.in
Oct 22, 2017
From India, Delhi
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Hi Parinaaz,
The given information is not enough to recommend something specific. However, in India, we consider a handful of aspects while deciding on job titles:
1. Nature of industry and business
2. Nature of the job
3. Function
4. Job profile - a detailed one will help you understand the depth of the position and then name it
5. Role clarity, reporting
6. Kind of workforce
7. Career path
8. Special interests of stakeholders
etc.
From India, Bangalore
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The given information is not enough to recommend something specific. However, in India, we consider a handful of aspects while deciding on job titles:
1. Nature of industry and business
2. Nature of the job
3. Function
4. Job profile - a detailed one will help you understand the depth of the position and then name it
5. Role clarity, reporting
6. Kind of workforce
7. Career path
8. Special interests of stakeholders
etc.
From India, Bangalore
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Hi Parinaaz,
Designation is just a name. The comments from our respected members' Kritarth and Consultme are those that you need to consider. It is mportant that you create first the 'job profile' (we call this JP, as what is mentioned in #4 of Consultme). Let me describe this for you about JP.
JP is a description of a particular work function that includes the elements deemed necessary to perform the post effectively. Specifically, a JP developed might include in detail or in brief job duties and responsibilities, required qualifications, experience and the initial salary associated with the position. This JP is your reference to use in posting for 'job advertisement' and 'job description'.
A JP may consist of the following categories:
- Name of the Position –this is the designation for the particular job, which can be changed/updated depending on the nature of the job and the responsibilities
- Job Leveling –determines if the employee in entry, mid, or top level
- Key Responsibilities –this is usually in brief, key duties of the jobs that an employer requires
- Experience & Skills –how many years experience in related work, plus the total number of years of work experience and the required skills for the particular job; this may include computer knowledge because nowadays it is necessary to have computer skills, especially when the tasks are more of reporting or data analysis; Language Proficiency/Communication Skills –some employers require a specific language that will be useful for the job; communication skills written in someone’s résumé can understand the candidate’s level of communication and to know if they are true to what they say during the interview
- Education & Training/Certification –to search for the highest education background depending on the level of requirements and some additional trainings or certifications for a specific or specialized jobs
- Area of Work –some works require desk jobs only and some are field work, or both
- Age Limit –some may think of this as discriminatory, but inputting the age in a job profile is required in a sense that some jobs require physical tasks; additionally, age limit for entry level is basically young and for top level positions are normally older
- Gender –not to be in discriminatory figure but to seek for a male or a female candidate; some particular posts require only male or only female, sometimes depend on the law of the land
- Work Time –tells if the working period is general or shifting schedule, as well as, to inform the weekdays and weekends
- Salary Range –to show the salary for a particular job post; range is required depending on the level of experience and expertise of the candidate
Once you created a JP, then you can create the Job Description (JD). This is the second step. (I will not post about job advertisement since it's not the topic for now.)
Now, for the JD, you can make by using the following categories:
- Position Description - job title/designation, department name, job grade, reporting superior, no. of subordinates, company name & location
- Job Purpose - this is the general summary of his/her job function; it's like a brief key responsibilities
- Key Roles & Responsibilities - these are the key accountabilities, should include the Daily functions, Monthly functions and Yearly functions
- KPIs - Key results or Key Performance Indicators, this has to be measurable based on the yearly function key accountabilities
- Internal & External Relationships - this is basically to whom or which people/department he/she relates/concerns his/her works within or outside of the company
- Assigned to/Assigned by with name and date
Best of luck!
From Bangladesh, Dhaka
Acknowledge(0)Amend(0)
Designation is just a name. The comments from our respected members' Kritarth and Consultme are those that you need to consider. It is mportant that you create first the 'job profile' (we call this JP, as what is mentioned in #4 of Consultme). Let me describe this for you about JP.
JP is a description of a particular work function that includes the elements deemed necessary to perform the post effectively. Specifically, a JP developed might include in detail or in brief job duties and responsibilities, required qualifications, experience and the initial salary associated with the position. This JP is your reference to use in posting for 'job advertisement' and 'job description'.
A JP may consist of the following categories:
- Name of the Position –this is the designation for the particular job, which can be changed/updated depending on the nature of the job and the responsibilities
- Job Leveling –determines if the employee in entry, mid, or top level
- Key Responsibilities –this is usually in brief, key duties of the jobs that an employer requires
- Experience & Skills –how many years experience in related work, plus the total number of years of work experience and the required skills for the particular job; this may include computer knowledge because nowadays it is necessary to have computer skills, especially when the tasks are more of reporting or data analysis; Language Proficiency/Communication Skills –some employers require a specific language that will be useful for the job; communication skills written in someone’s résumé can understand the candidate’s level of communication and to know if they are true to what they say during the interview
- Education & Training/Certification –to search for the highest education background depending on the level of requirements and some additional trainings or certifications for a specific or specialized jobs
- Area of Work –some works require desk jobs only and some are field work, or both
- Age Limit –some may think of this as discriminatory, but inputting the age in a job profile is required in a sense that some jobs require physical tasks; additionally, age limit for entry level is basically young and for top level positions are normally older
- Gender –not to be in discriminatory figure but to seek for a male or a female candidate; some particular posts require only male or only female, sometimes depend on the law of the land
- Work Time –tells if the working period is general or shifting schedule, as well as, to inform the weekdays and weekends
- Salary Range –to show the salary for a particular job post; range is required depending on the level of experience and expertise of the candidate
Once you created a JP, then you can create the Job Description (JD). This is the second step. (I will not post about job advertisement since it's not the topic for now.)
Now, for the JD, you can make by using the following categories:
- Position Description - job title/designation, department name, job grade, reporting superior, no. of subordinates, company name & location
- Job Purpose - this is the general summary of his/her job function; it's like a brief key responsibilities
- Key Roles & Responsibilities - these are the key accountabilities, should include the Daily functions, Monthly functions and Yearly functions
- KPIs - Key results or Key Performance Indicators, this has to be measurable based on the yearly function key accountabilities
- Internal & External Relationships - this is basically to whom or which people/department he/she relates/concerns his/her works within or outside of the company
- Assigned to/Assigned by with name and date
Best of luck!
From Bangladesh, Dhaka
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