What Is a Staff Function?

It refers to the content of a job that needs to be completed and the range of responsibilities that should be assumed. Whether part-time or concurrently refers to different positions, job responsibilities are a specific job description that can be classified into different job types . A post is established by an organization to accomplish a certain task. It consists of the type of job, position, title, and grade, and must belong to one person. Responsibility is the unification of duties and responsibilities. It consists of two parts: the scope of authorization and the corresponding responsibilities.

Job Responsibilities

1. Establish the name and number of jobs according to the needs of the work tasks;

2. Determine job scope according to job type;

3. Determine the equipment, tools, quality and efficiency of the job according to the nature of the job;

4. Clarify the post environment and determine the post qualifications;

5. Determine the interrelationships between various positions;

6. Define the responsibility for achieving the goal of the job according to the nature of the job. ^[1]

1. The scientific allocation of labor can be realized to the maximum;

2. Effectively prevent work due to duplication of duties

There are three general categories of the Responsibility Manual.

Category one:

First of all, let employees really understand the nature of the job. The pressure of the job is not from the pressure of others, but to make the staff in this post consciously and voluntarily generate, thereby transforming the motivation of active work, and to promote the employees of this post to participate in setting job goals and strive to motivate him to accompish this goal. Therefore, the goal setting, preparation for implementation, and post-implementation assessment must be undertaken by the post staff, so that the post staff can recognize any problems that occur in this post and resolve them by themselves. His supervisor is only To help him, his job is for himself, not his boss or boss. This job is a stage for him to show his ability and value in life. The execution of the work in each phase of this post should be carried out by the employee in the post on his own initiative, relying on his own self-effort and ability to coordinate. Employees must take the initiative to play the ability of self-solving, self-judgment, and independent problem-solving in the work of their post, in order to maximize the performance of work results. Therefore, the enterprise should encourage staff in all positions to actively participate in self-decision and work completion status in addition to taking the initiative to undertake their own duties.

Any job responsibility is a combination of responsibilities, powers and obligations. As much power as possible should bear as much responsibility, as much power and responsibility should fulfill as much obligation, any split approach will cause problems. If you don't know your job responsibilities, you don't know your position, you don't know what you should do, how, and to what extent. For example, is it difficult for a company's marketers to sell something? His accurate positioning should be the salesman of the company's products, the spokesperson of the company's image, the economic man of the modern enterprise, the professional in the field of circulation, the head of the company's development, or the party of social responsibility! Therefore, we cannot simply take "what am I doing" as an understanding of job responsibilities, although this understanding is universal in society. Each of us needs to fully understand the meaning of our job responsibilities in order to grasp our own positioning.

On the basis of a deep understanding of the connotation of post duties and a good grasp of their own positioning. For enterprise employees, if they have clear what they should do, how they should do it, and what standards they should do, it is possible to take the initiative to do something related to job responsibilities, and employees have clear goals and obligations. For enterprises, enterprises also have a basis for performance evaluation, and they have also clearly defined the wages, benefits, "five insurances and one payment" that should be paid for the work done by employees, and labor protection, training and education conditions provided to employees.

This can be seen as an exchange, and this exchange contains the interests of the company and employees. Enterprises rely on the intelligence and physical strength of employees to achieve development goals, and employees rely on the company's material remuneration and self-development. Enterprises and employees achieve a win-win situation in the process of unifying the responsibilities and rights of posts.

It should be noted that people often separate the responsibilities and rights in the job responsibilities. Under normal circumstances, some people, especially managers, tend to value rights and interests while neglecting responsibilities. In this way, it is easy for people to do their jobs, even for their own work, and to be a ball player and referee. When the person in charge is neither responsible nor responsible, then this management method becomes a method of stepping on the heels of others. The result of management is the distraction of management and the confusion of management; some people are especially general Staff and many employees often attach importance to responsibilities and benefits and neglect power. There is a mentality of "as long as it is enough for eight hours without incident", and they are indifferent to powers that should be trained and improved, and reasonable suggestions should be actively proposed Even if they think it has nothing to do with themselves, then the result of this kind of work is very easy to hang up without concern, and cope with life. Of course, there are people who don't care about money and life, don't care about remuneration, don't care about fame and fortune, regardless of their own rights and interests, they only know that they do a good job, but only very few. They are indeed role models, role models, and realms.

For scientific development and harmonious construction, it is necessary to re-know one's own position and deepen the connotation of post duties.

(I) Downward Method

Downward method is based on

Determining employee responsibilities requires clear job responsibilities. The job description statement is not intended to be comprehensive, but to reasonably and effectively divide the job duties, urge the relevant personnel to clarify their job duties, seriously perform the job duties, and complete the job duties and tasks. A complete job responsibility should include the following:

Department name:

Direct superior: (enter superior title here)

Subdivisions:

Department Nature:

Administrative rights:

Management functions:

main duty:

Example: Personnel Department Duties

Department Name: Personnel Department

Direct superior: Deputy General Manager

Subordinate departments: Personnel Section, Labor Wage Section

Department nature: professional management department for human resource development and utilization

Management authority: Entrusted by the deputy general manager to exercise authority over the company's personnel and labor wages, and assume the obligation to implement company rules and regulations, management procedures and work instructions

Management function: a full-time management management department responsible for the management, supervision, coordination, training, assessment and evaluation of all aspects of the company's personnel work, and is responsible for the work undertaken

main duty:

1. Resolutely obey the unified command of the deputy general manager in charge, earnestly implement its work instructions, and all management actions are accountable to the leaders in charge;

2. Strictly implement company rules and regulations and earnestly perform its job duties;

3 Responsible for organizing the formulation, inspection, revision and implementation of human resource development, labor employment, labor utilization degree index plans;

4 Responsible for formulating the company's personnel management system. Design personnel management work procedures, research, analyze and put forward suggestions and suggestions for improvement work;

5. Responsible for the formulation, implementation and control of the work goals of the department;

6. Responsible for the rational allocation of labor positions to control the total labor force. Organize the labor quota preparation, do a good job in the company's workshops and related positions, and properly control the total labor force and total wages in accordance with the actual production. Accuracy, eliminating waste of labor;

7. Responsible for personnel assessment and examination. Establish a personnel archives database, standardize personnel training, examination and selection work procedures, and organize regular or irregular personnel evaluation, evaluation, and selection work;

8. Develop annual, monthly and monthly labor balance plans and wage plans. Grasp the rational flow and arrangement of labor force;

9. Establish a labor and personnel statistics work system. Establish and improve personnel and labor statistics and accounting standards, and regularly compile related statistical statements such as labor and personnel; regularly prepare annual, quarterly, monthly labor, capital, personnel comprehensive or special statistical reports;

10 Responsible for company employees

In the process of corporate consulting services, it was found that the issue involving writing was a dilemma for corporate employees. The first difficulty is the difficulty of describing the goal of the process operation in words, and the second difficulty is the difficulty of writing job responsibilities.

Post responsibilities are difficult to write, and the difficulty is beyond my imagination. Although it is difficult to define process goals, it is still difficult for an employee to write 10%, and it is difficult to write job responsibilities. It is difficult for almost no one in the company to write a qualified job responsibility independently. Some people may say, is it an exaggeration? Or is it just that the quality of some corporate personnel is poor? No! Neither is! No exaggeration at all! Even some companies have MBAs from prestigious universities. But the job responsibilities they wrote for the first time still couldn't pass. Because they did not express the content of their work clearly, they piled together the requirements to be achieved, but the work that should be focused on was missed. They use too many modifiers, and even words of determination are mixed in. Some job responsibilities are like a book of determination. It is also not advisable to mix job responsibilities with work standards.

Why do most people fail to write their job responsibilities? Because he didn't understand what his duties were. Why can't many people understand the job responsibilities? Because too many textbooks give irregular templates. Why can't the job responsibilities of other companies be referenced? Because different companies have different job requirements for the same name.

Post responsibilities are well written. Its terminology cannot be ordinary. It cannot use modifiers, adjectives, metaphors, and exaggeration. It must be objective, rational, and plain. "Second" is most appropriate for writing job responsibilities.

It is also difficult to write job responsibilities well. One word is not enough. One less word is wrong. One more is not possible. One less is even worse. One word of work is changing, and one less job is missing. Writing job responsibilities does not need to be clever, and writing job responsibilities requires a simple style.

The ancients said that writing kung fu is outside the poem. It seems that the role of writing the post is also outside of writing. That is, you must know all the things that the post is responsible for. In other words, make sure the job responsibilities come first, and write the job responsibilities next.

How to determine job responsibilities? Then we have to start with the decomposition of the strategic goals of the enterprise, then classify the decisions of the enterprise, and then start from the organizational structure setting to the post allocation, and perform functional subdivision and process combing, in order to understand the tasks and work undertaken by the post. Clear responsibilities are the premise and basis for writing job responsibilities.

Here is an example for netizens' reference:

Attachment: Duties and responsibilities of the Infrastructure Supervision Department of the Administration Department of a manufacturing enterprise

1. Responsible for inquiries on infrastructure projects.

2. Responsible for the approval of the infrastructure engineering team.

3. Responsible for approval of infrastructure budget.

4. Responsible for drafting infrastructure contract.

5. Responsible for infrastructure construction management.

6. Responsible for organizing acceptance of infrastructure projects.

7. Responsible for organizing the settlement report of infrastructure construction for approval.

8. Responsible for infrastructure contract and infrastructure file management.

9. Comply with company rules and regulations.

10. Complete other tasks assigned by superiors.