Job description of property cleaner

Property cleaner 1 Job description is divided into: arrive at the post on time, clean the roads, green belts and hardened parts of buildings in the community, and sit on the platform twice a day; Clean up the garbage at any time and invert the garbage transfer station; Be familiar with the cleanliness within their respective division of labor and responsibilities, take full responsibility for them, and solve problems in time when found; Love your job, develop good hygiene habits, do not sell dirty, and are not afraid of being tired; Actively participate in business training, improve business level, consciously learn health knowledge, and improve personal quality; Maintain the cleanliness of the community and promptly discourage and stop unsanitary and uncivilized phenomena; Complete other temporary work assigned by the company.

Two, the garden and entertainment cleaning duties.

Subdivided into: arrive at the post on time and complete the task according to the work task and operation requirements; Responsible for the maintenance of fitness equipment and other facilities, and regularly report the consumption and use of supplies to the boss; Explain to children and athletes with enthusiasm, courtesy and reasonable patience, and avoid using rude words; Maintain the order of the activity places, keep the entertainment places clean at any time, and deal with emergencies in time; Regularly spray drugs on garden trees and pools to ensure the garden is clean and tidy; And put into maintenance, maintenance of garden facilities and equipment to solve small problems; At the request of customers or salesmen, you can talk to customers about property companies and communities; Register the facilities and equipment in the park in detail; Love your job and complete temporary tasks.

Third, the responsibilities of indoor cleaning personnel.

Specifically, it is divided into: post responsibilities of corridor cleaners, daily cleaning and cleaning of corridors, cleaning and cleaning of unit doors and stair handrails; Every week, public parts, such as signs, mailboxes, fire hydrants, video walkie-talkies, security doors, electricity meters, etc. The stairs are all cleaned, and people are constantly patrolling to keep them clean; Clean the common parts such as corridor lights, corridor doors and windows every month, and patrol constantly to keep them clean; If there is any suspicious situation in the building while on duty, contact the security personnel immediately; Patrol the public facilities and equipment in the building, register the problems found and report to the department; Regularly kill mosquito corridors to ensure that there are no "four pests"; Actively complete the temporary tasks assigned by superiors.

The job responsibilities of office cleaners are divided into: arrive at the post on time and complete the task according to the job requirements; Don't do things unrelated to work during working hours, such as chatting; Don't read the files on your desk at will, clean them up and put them back in their original places; Actively participate in business training, improve business level, consciously learn cleaning knowledge, and improve personal quality; Constantly sum up work experience and improve service level and work efficiency; Actively complete the temporary tasks assigned by superiors; Every time you use cleaning tools, you should clean them and put them in the designated place.

Four, on-site service cleaner job responsibilities

It is subdivided into: dress according to the time agreed by customers and go to work on time; According to the customer's requirements, complete the task according to the operation specifications formulated by the department, and report the results to the department in time; Strict discipline, no unauthorized charges.

The second part of the job description of the property cleaner (also called job description, job description) is to summarize the direct practical experience into a theoretical form through the job description and make it a guiding management document.

General job descriptions are made by front-line managers, and human resources managers play an auxiliary role, mainly providing a framework format for making job descriptions and providing reference construction suggestions.

Job description is one of the indispensable tools for headhunting companies to carry out business. Usually, the job description is in triplicate, one for the person in charge of the employing department, one for the employee himself and one for the human resources department.

The job description mainly includes two parts: one is the job description, which mainly summarizes the job content of the post, including the purpose of post setting, basic responsibilities, organization chart, performance standards, work authority, etc. The second is the post qualification requirements, which mainly summarizes the standards and norms of post holders, including the post behavior norms, personnel's knowledge, skills, abilities, personality characteristics and training needs. These two parts of job description are not simply listed, but form a complete system through objective internal logic.

compose

According to different purposes, job descriptions have different standards, and job descriptions for internal management purposes are usually used. However, according to the characteristics of the recruitment market, Fiberhome headhunting company put forward the formulation of job descriptions. A job description for internal management usually consists of the following organic parts:

First, the title. Take the manager of human resources department as an example, hereinafter referred to as HRM. The title should be written as manager.

Second, the name of the department. The department name of HRM should be written as Human Resources Department.

Third, the incumbent. Write down the name of the incumbent. And the incumbent should sign it to show its effectiveness.

Fourth, direct supervisor. The direct supervisor of the human resources manager should be written as the competent deputy general manager. Need to provide the place where the direct supervisor signs to show effectiveness.

5. Appointment time. The term of office is also the effective time, which is generally the same as the labor contract.

6. qualifications. Including education, work experience, specialties and so on. For example, the special skills of HRM refer to mastering the operation mode of modern human resource management and being familiar with domestic human resource management policies and regulations and the dynamics of talent market.

Seven, the number of subordinates. Refers to the number of people under the jurisdiction of the department.

Eight, communication relationship. Generally divided into external and internal levels. For example, the internal communication of HRM includes deputy general manager, department manager and employees. External communication includes the higher authorities, the personnel and labor department of the city, major media or recruitment websites, major training institutions, candidates or peers, and relevant industry associations.

Nine, the purpose of post setting. For example, the post purpose of HRM is to design and apply human resource management mode and related incentive policies according to the company's strategic development needs, to stimulate employees' potential, to develop talents, and to achieve the goal of human resources developing into a market leader in the industry.

X. Executive power. Refers to the financial authority and administrative examination and approval authority owned by the company.

XI。 Job content and responsibilities. This is the place where the job description is heavy and heavy, and it is also the place that consumes the most pen and ink. Including the scope and degree of responsibility, measurement standards, etc. For example, the responsibilities of HRM include these aspects: organizational system and system; Training; Personnel assessment and performance evaluation; Recruitment; Salary incentive policy; Post management, department management and construction, etc.

Twelve, ability requirements and personality tendencies and characteristics. It is personalized and should be regarded as a requirement for post modification.

Thirteen, career development planning. Including post relations and theoretical support. The post relationship is divided into direct promotion post, related transfer post and promotion post. Theoretical support refers to the relevant requirements of learning and training.

compilation process

First, job analysis

According to the organizational structure, post sorting and job analysis are carried out. Organizational structure is the basis of post setting, and it is necessary to sort out and analyze posts according to organizational structure when formulating job descriptions. To create a new position, it is necessary to determine its position in the organizational structure and the purpose of position setting. Questionnaire survey, post summary analysis, employee record, direct interview and other methods can be used to clarify the recruitment target;

Second, the job responsibilities

Job responsibilities are job descriptions, that is, what to do, how to do it, and what kind of work standards need to be achieved. We generally adopt the method that the heads of various departments sort out job responsibilities, fill in and report with a unified template, and organize relevant departments to determine the final job responsibility statement after repeated consideration and demonstration;

Third, work authority.

According to the organizational structure, job analysis and job responsibilities, determine the department to which the post belongs, the specific work authority and jurisdiction authority, the direct responsibility superior-subordinate relationship and the number of people under jurisdiction; Determine job qualifications. Determine post qualifications according to post competence, including: age, length of service, qualification certificate, work experience, technical skills, management ability, education, work performance and other necessary entry conditions;

Four. Implement examination and approval

After the initial framework came out, the Human Resources Department, the Quality Department and the employing department discussed and supplemented the recruitment details of JD.COM. Finally, the human resources department will refine and summarize the information, fill in the unified template, and report it to the general manager of the company for approval before implementation.

Fifth, timely adjustment.

With the development of the company and the change of the situation, it may be necessary to adjust some contents after recruiting JD for a period of time. The adjustment can be applied for by the business department and adjusted by the human resources department, or the quality department will issue a rectification sheet when problems are found in the inspection process, and the human resources department will make adjustments. The adjustment can be carried out according to the specified process.

Compilation points

1, job description, not the incumbent's current job.

2, not limited to the status quo, focusing on organizational needs to set up positions.

3, for the post, not for people.

4. Summarize rather than list

Job descriptions are usually written in the form of tables, which are usually divided into seven parts:

1. Basic information: job name, department, direct supervisor, subordinate, responsibility analysis date, preparation date, etc.

2. Job purpose: job overview;

3. Duties and authorities: divided into main duties and authorities, related duties and authorities and temporary work;

4. Working relationship: divided into internal relationship and external relationship, including contacting departments and personnel;

5. Qualification: including education level, work experience, skills and level, personality and quality;

6, assessment indicators, weight, salary grade, job development direction;

7. Working environment.

Compilation requirements

1, clear. Throughout the job description, the job description is clear and thorough. After reading it, the incumbent can understand its work content without asking others or reading other explanatory materials. Avoid using principled evaluation. If it is difficult to understand, you must explain it clearly.

2. be specific. In terms of wording, try to choose some specific verbs, such as "installation", "processing", "transmission", "analysis" and "design". Point out the type and complexity of the work, the specific skills and skills required by the incumbent and the specific scope of responsibility to be undertaken. Generally speaking, because the work of grass-roots workers is more specific, the description in their job descriptions is more specific and detailed.

3. The content can be adjusted according to the purpose of job analysis, which can be simple but complicated.

4. In order to establish the enterprise post analysis system, a working group or committee must be composed of senior enterprise leaders, typical post representatives, representatives of human resources management departments, external post analysis experts and consultants to jointly complete this task.