What Is the Person Specification?

The so-called job specification refers to the comprehensive requirements put forward by an enterprise on the conditions of employees based on the characteristics of the job. It is the basis of enterprise labor management, an important basis for organizing production and internal wage distribution, and has an important role in strengthening scientific labor management and establishing a mechanism that combines training, assessment, use and treatment.

Job specification

Job specifications, also known as job standards, are the job requirements and conditions of employment set for on-the-job personnel, a comprehensive requirement for the quality of personnel in different positions, and a basis for measuring whether employees have qualifications for employment. To implement the employment contract system, it is necessary to establish clear job standards so that there are standards for employment and grounds for laying off.

The content of the post specification should generally include the job quality and quantity requirements, professional knowledge and labor skills requirements, as well as education and responsibilities.

The content of the post specification should generally include three parts: job responsibilities, employment conditions and production technical regulations.

(1) Post responsibilities.

Mainly stipulates the production tasks and responsibilities that should be assumed by this post and the standards that should be achieved.

(2) Employment conditions.

It can be divided into three parts: ideology, politics and professional ethics, professional knowledge, and physical conditions.

Ideological and political and professional ethics refer to the ideological and political qualities and professional ethical requirements that should be possessed in the work of this post. This content can be clarified with reference to the general specifications.

Professional knowledge refers to the professional knowledge, practical skills, work experience, educational requirements, and job-related knowledge that should be available in the job.

Physical condition refers to the physical health status and degree requirements that should be fulfilled in the job. Generally includes requirements for physical strength, vision, smell and hearing.

(3) Production technical regulations.

Including three aspects of work procedures, projects, requirements.

The work procedure refers to the sequence of the main work items that must be completed in this position. It is based on a certain type of work item that repeatedly appears in the position, and according to the objective production process and activity rules, the standard project order, project content and requirements , Working methods, etc., are the specific requirements for the important work items that must be completed to fulfill the duties of this post.

There are four main requirements for establishing the principles of job specifications:

(1) Objectivity;

That is to set up post specifications based on posts, which must be different from post to post, not from person to person. That is to say, the post and the staff who hold any post should have the corresponding quality, and the post specifications should be formulated accordingly.

(2) practicality;

That is, according to the level of equipment technical quality and the quantity and quality requirements of the products, employees are required to master the culture, technical basic knowledge, practical skills and safety production requirements of operating procedures, and closely integrate production practices to serve production.

(3) Scientific nature;

That is, job specifications should be based on modern science and technology and modern enterprise management. New equipment, new processes, new technologies and new materials that have been applied or will be applied in the near future are included in job specifications, but long-term planning should not be placed at the current stage. in.

(4) Hierarchical.

That is, different job specifications should be formulated according to different levels of the enterprise's labor structure.

Because positions are specific to a company, they are subdivided by job or position. Different companies have different positions and have different job standard requirements. Therefore, not only is the division of posts a matter for the enterprise itself, but it is also only proposed by the enterprise's employment department as the standard for the employment of the enterprise. The establishment of job specifications should, in principle, be left to the autonomy of each enterprise. For some special types of workers, such as: high-pressure container workers, electric welders, drivers, etc., the state has special requirements for these types of work. If the company employs people, it should be assessed in conjunction with the company's own job specifications. For jobs with high versatility, wide coverage, and consistent job requirements, general job specifications can be formulated by industry authorities.

The content of the post specification includes: job duties and responsibilities and the basic conditions and qualities that should be possessed. To do a good job description, an enterprise must first do two basic tasks: job analysis and organizational structure design. The design and organization of the organizational structure clearly provide the basis for the roles and responsibilities of the job.

Job specification design

The analysis activities are carried out to solve the problem of how to work on the job, who to report to, and what the specific job standards are. Therefore, the effective job description and job specification design effect are affected by two important factors: (1) whether the organizational structure design is reasonable; and (2) whether job analysis is in place.

The result of the job description and job specification is a standardized job description. It mainly includes eight specific content information: (1) basic job information; (2) job purpose; (3) management authority; (4) working relationship; (5) scope of responsibility and degree of influence; (6) work performance measurement standards (7) Basic requirements for employment and high performance requirements; (8) Salary income standards and changing conditions and requirements.

These eight aspects are the requirements and specifications of the company for the job (post), and the basic standards for employees to carefully observe and evaluate. At the same time, by combing and describing the positioning, we can also lay a reasonable reference for accurately positioning the relative value of the position in the organization and the evaluation and recruitment of the position in the future. It also provides clear standards and foundations for the organization's goals to be implemented in the post. ^[1]