1. The allocation of daily tasks in the overall planning (1) structure of an organization can be obtained from job descriptions, and the fundamental purpose of undistributed profits can be achieved based on these materials.

(2) Reflect on the contents of job descriptions, plan the work flow between posts as a whole, and create a standardized work procedure flow (SOP).

(3) According to the job responsibilities in the job description, the obligations and credibility of each position can be established to prevent redundant business processes from overlapping and redundant mutual constraints.

(4) When it is necessary to redesign the scheme and overall planning in the sustainable development trend of the organization, the job description can be used as a basic reference to predict and analyze the work changes, and it can also enable the employees or their responsible persons in this position to carry out relevant work in advance to adapt to the changes.

Second, recruitment optimization (1) gives employee recruitment enterprises a factual norm for recruiting outstanding talents. In the job description, there are detailed standards for the job responsibilities, work standards, standard provisions and work remuneration of the position, which can be used as the criterion for hiring new employees for the position.

(2) When recruiting new employees, the employer can make written test questions, oral test questions or practical test questions according to the professional ability required by the job description to test whether the comprehensive strength of the applicant meets the job requirements.

(3) The introduction of new employees can be used to speed up the mastery of new employees' induction work and reduce the study time.

3. Job evaluation (1) is used to define job evaluation and job level, so as to make the salary table.

(2) As the norm of salary survey, the salary table is made as the norm of salary increase and rotation promotion.

(3) It is beneficial to the results of cross-checking work review.

Four. Performance appraisal (1) applies the job responsibilities in the job description, sets the appraisal norms in the performance appraisal rules and regulations, and integrates them with the company's overall business objectives and personal planning.

(B) in the performance appraisal rules and regulations and reflection on work improvement, job descriptions can play the role of a special tool for the person in charge to communicate with subordinates.

Verb (abbreviation of verb) Career management method (1) has the basic information of job description, which can be applied to human resource management and cultural education and training business processes at the levels of promotion, transfer, job rotation and performance appraisal.

(2) After defining the work steps and contents, integrate the work of the upper-level project and the lower-level project from the "vertical" level to achieve job enrichment.

(3) Under the clear work steps and contents, different jobs with high correlation are listed from the "horizontal" level, so as to diversify the work.

(4) Develop the curriculum content of design culture education and training, and provide reference materials for employees' career planning.

(5) According to the different learning credit system of each post, as the standard of the overall planning of cultural education and training and the investigation of training needs, employees who must be trained can be selected, and then according to the requirements of the organization and the working ability and hobbies of employees, opportunities for training development trends can be given as key reference materials for employees' career planning.

The intransitive verb work improvement (1) reflects on the overall planning of all institutions' work steps through job descriptions, and looks for ways to improve the work.

(B) How to rationally use human resources to achieve maximum productivity? Using job descriptions to analyze job essentials and reduce consumption is of course very easy to achieve the desired practical results.

(three) to master the specific content and level of job descriptions, so as to improve the quality of work.

Seven. Institutional communication (1) When creating an incentive mechanism, you can choose the encouraged projects and the norms to be considered according to the various contents of the job description.

(2) Give the government some reference materials on management methods to improve both employers and employees.

(3) When employees complain about their jobs, job descriptions can be used as reference materials for employees' complaints.

(4) In the event of a labor dispute, whether it is an independent case or a collective negotiation, you can use the job description as a reference material.