Cargos e Salários - Ep.3: A Missão de Descrever os Cargos

Summary

In the world of fairy tales, heroes must face challenges to achieve their missions, much like in business projects. In the HR realm, crafting job descriptions is essential, requiring a deep understanding of each role's purpose and contribution within the organization. The process includes transparency, collaboration with relevant stakeholders, and careful consideration of key elements like responsibilities, competencies, and job requirements. Emphasizing that job descriptions should focus on the function rather than the individual, this approach ensures clarity and effectiveness. The next step in this process will explore the evaluation of roles.

Takeaways

• 😀 Heroes in fairy tales face challenges to reach 'happily ever after'—projects similarly require tasks to achieve success.
• 😀 HR professionals, like the fairy Ana, must understand the 'magic' of job descriptions, which have no universal template.
• 😀 A job description requires understanding the job's purpose, importance, and the individual’s contribution to the organization.
• 😀 Job descriptions should be transparent and involve input from the individual and their supervisor to ensure accuracy and relevance.
• 😀 The methodology for crafting a job description should focus on the role's importance and how it contributes to the organization.
• 😀 Gathering information for a job description may require talking to the employee or their supervisor for a thorough understanding.
• 😀 Transparency is key—projects and their activities must be shared openly with employees from start to finish.
• 😀 Essential ingredients for a job description include title, mission, position in the organizational chart, challenges, responsibilities, competencies, and necessary qualifications.
• 😀 The complexity of roles influences the job description, with specific criteria like responsibilities, budget management, autonomy, and decision-making level being important.
• 😀 Job descriptions should focus on the role's function rather than the individual in the position, as a role’s complexity depends on the competencies required.
• 😀 A job description should reflect the role’s duties and not be influenced by individual competencies not essential to the position.

Q & A

What is the main theme of the script?

The main theme of the script is the process of creating job descriptions within an organization, which is compared to challenges faced by fairy tale heroes. It emphasizes the importance of defining roles, responsibilities, and the methodologies for creating job descriptions.

Why is it important to have a job description tailored to the specific role and not the individual occupying it?

It is crucial to base the job description on the function itself rather than the person occupying the role because the description should reflect the role's purpose, responsibilities, and importance within the organization, not personal traits or competencies that might be irrelevant to the function.

What are some of the key components that should be included in a job description?

A job description should include the job title, mission, position in the organizational chart, challenges, responsibilities or tasks, deliverables, necessary competencies, and qualifications like education and experience.

How does the script suggest approaching the creation of job descriptions?

The script suggests involving key people in the process, including the person occupying the position and their manager, to ensure the description reflects the reality of the role and is not done in isolation, disconnected from the actual work.

What is meant by 'the description is of the throne, not who sits on it'?

This phrase means that the job description should be based on the role itself and its responsibilities, not on the individual occupying the position. It emphasizes the focus on the function rather than personal attributes or variations.

What methodology was used to create the job descriptions mentioned in the script?

The methodology used was based on the complexity of the positions. Each job description followed a specific form that included details such as responsibilities, management of people, budget responsibilities, relationships with internal and external clients, autonomy, and decision-making levels.

What is the role of transparency in the process of creating job descriptions?

Transparency is crucial to ensure that everyone involved, especially employees, understands the process and supports it. It also helps in ensuring that the job description accurately reflects the reality of the role, fostering a sense of inclusion and clarity.

What are the potential challenges when creating job descriptions?

The challenges include ensuring that the job description accurately reflects the reality of the role, engaging the right people (such as the person in the role and their manager), and avoiding disconnects between the description and actual work being done.

How does the concept of 'magic' relate to the creation of job descriptions?

The 'magic' in the script represents the method or process used to define roles and responsibilities within the organization. Just like a fairy tale hero needs to master certain spells to succeed, HR professionals need to understand and apply the 'magic' of creating effective job descriptions.

What is the next step after creating job descriptions, according to the script?

The next step mentioned in the script is the evaluation of the roles or positions. This will help assess the impact and relevance of the job descriptions and ensure that they align with organizational goals.