Job description

2,723 views

Published on

Published in: Business, Technology
0 Comments
3 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
2,723
On SlideShare
0
From Embeds
0
Number of Embeds
528
Actions
Shares
0
Downloads
0
Comments
0
Likes
3
Embeds 0
No embeds

No notes for slide

Job description

  1. 1. Team Plan Job Description Training Tracking e Coaching Evaluation Reflection Flow
  2. 2. JOB DESCRIPTION
  3. 3. Job Description  Job Title;  Responsabilities;  Required Skills;  Skills and Competencies that will be developed;  How work performance will be measured. Outline of the activities a person will complete within their team. JD as a tool to develop competency and ability of members.
  4. 4. Job Description • Ownership and direction over their activities in the LC.Activanting Members • Be held accountable for their activities and aware on how their performance will be measured. Accountability and Measurement • JDs have to be created in order to achieve LC goals and planning.Organizational Structure • The roles described by the JDs support targeted recruitment of specific profiles of people. Recruitment and Allocation • Have clear objectives and specific contributions towards organization goals, members are more likely to remain active in the LC. Retention  WHY a JD is important?
  5. 5. Job Description KEY ELEMENTS OF THE JD:  Overview / Purpouse;  Accountability;  Responsabilities;  Competencies Developed;  Skills and Competencies Requiried;  KPIs (Key Performance Indicators).
  6. 6. Job Description KEY ELEMENTS OF THE JD:  Overview / Purpouse: Explains the purpouse of a specific role in the local commitee.
  7. 7. Job Description KEY ELEMENTS OF THE JD:  Accountability: Shows who does and who reports to a specific role as well as what the key relationships with other roles are.
  8. 8. Job Description KEY ELEMENTS OF THE JD:  Responsabilities: Define which unique actions must be completed as part of a specific role.
  9. 9. Job Description KEY ELEMENTS OF THE JD:  Competencies Developed: Based on the GCM (Global Competency Model), outlines which competencies will be developed by completing the job.
  10. 10. Job Description KEY ELEMENTS OF THE JD:  Competencies Developed: Based on the GCM (Global Competency Model), outlines which competencies will be developed by completing the job. Change Agent characteristics Review on GCM 2010 Change Agent Competencies 11 Competencies (Critical + Supporting) 5 Competencies
  11. 11. Job Description KEY ELEMENTS OF THE JD:  Competencies Developed: Based on the GCM (Global Competency Model), outlines which competencies will be developed by completing the job.
  12. 12. Job Description KEY ELEMENTS OF THE JD:  Competencies Developed: Based on the GCM (Global Competency Model), outlines wich competencies will be developed by completing the job. Example of MCVPCOMM
  13. 13. Job Description KEY ELEMENTS OF THE JD:  Skills Required: Outline key profiles and skills a person needs in order to perform in the job. Can be also specified as Competencies Required. Role: Talent Selection
  14. 14. Job Description KEY ELEMENTS OF THE JD:  KPI (Key Performance Indicators): Concrete measures to evaluate how a person is performing in a job.
  15. 15. Job Description  It’s important that EVERY member has a specific role in the LC;  EP’s that are about to go abroad on X must be allocated to a role within the LC. Short term members, such as EP’s, have to have JDs with clear dates to complete their activities. Short Term JD’s Long Term JD’s
  16. 16. Job Description  LC goals and planning;  The real needs of your area;  Level of learning that will be provided through the job;  The job has to be attractive and worthwhile;  Tasks and responsabilities have to be relevant and challenging. WHEN CREATING A JOB DESCRIPTION DON’T FORGET
  17. 17. Job Description Dynamic for Diagnostic Sharing your XP
  18. 18. Job Description QUESTIONS FOR REFLECTION:  What’s your view about this minimum? (Agree or not, accept or not, understand its impact,...)  How do your members see this minimum?  What’s the relation between this minimum and the Quality of @XP?  How will this minimum impact on quality and growth of results in your area?  What are the gaps between the ideal situation and the actual practice?  What can be done to ensure this minimum?
  19. 19. Job Description Strategy to Impact What can YOU do, as a Leader? What can WE do, as the Quality of @XP Team?
  20. 20. Diego Lima Gabriela Santos Pedro Santos Quality of @XP Team Talent Management AIESEC in Florianópolis - Brazil

×