JD, JP và CV là viết tắt của gì? Tìm hiểu về JD, JP … – Lưu sơn Hotel

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In the realm of restaurant and hotel management, there are several commonly used abbreviations, including JD (Job Description), JP (Job Profile), JS (Job Specification), and CV (Curriculum Vitae). But what exactly do these terms mean? Let’s dive deeper into their definitions and implications with the help of the knowledgeable team at Lưu sơn Hotel.

Job Description là gì

JD (Job Description) – An Overview

A Job Description (JD) is a document that outlines the specific responsibilities and tasks associated with a particular position as set forth by the employer. A well-crafted JD should include essential information such as the position title, duties, responsibilities, job objectives, and authority.

Key Components of a JD

While there is no standardized JD template, it is advisable for employers to create an enticing JD to attract potential candidates. A comprehensive JD should contain the following detailed information:

– Job Position and Location

Every recruiting entity needs to clearly identify the positions they are hiring for, along with the recruitment period and the company’s physical address. It is equally important to specify the location where applicants will be expected to work. These details help candidates better envision the position they are applying for.

– Description of Responsibilities

This section holds utmost importance as it helps applicants understand the nature of the job, what tasks they will be responsible for, how to perform them efficiently, and whether they are expected to work independently or as part of a team.

– Knowledge Base Requirements

Employers must outline the necessary knowledge and skills essential for successful candidates. What kind of expertise and competencies should applicants possess? This information should not be overlooked in a JD.

A well-crafted JD not only facilitates the recruitment process but also serves additional purposes, including:

  • Providing managers with insights on whether their workforce arrangements are logical, whether goals and tasks are being met, and whether any adjustments need to be made to better align job responsibilities and workloads.

  • Facilitating the recruitment, training, and development of personnel. With a JD in hand, managers can evaluate and consider salary packages and benefits suitable for each employee’s position. Is the current salary competitive? Should a raise be proposed? The JD aids in formulating HR policies that align with the company’s needs and the broader market.

  • Supporting the management board in assessing the effectiveness of each department and position, thereby gaining an overall perspective on job performance.

JP (Job Profile) – A Better Approach

Job Profile (JP), also known as a “job dossier,” serves similar functions as Job Description (JD). However, many companies nowadays prefer using JP to replace JD due to certain improvements.

So why are organizations opting for JP instead of the well-established JD?

While JD primarily answers the question “What needs to be done?” JP answers both “What needs to be done?” and “How to do it well?”.

Most JDs only describe the assigned tasks for individuals holding a specific job title – aligning with the term “job description”. However, when transitioning from JD to JP, readers will gain a clearer understanding of the job title’s main tasks (Key Performance Areas) and how these tasks will be assessed through specific criteria (Key Performance Indicators). In essence, Key Performance Areas encompass the major work domains and can be understood as equivalent to a job function.

For example, one of the Key Performance Areas in the HR department is recruitment, meaning that this department’s primary function is recruitment. The corresponding Key Performance Indicator (KPI) could be “response time to recruitment requirements”.

Unlike JDs, which often list numerous specific tasks, JPs mainly focus on the major work domains (groups). By replacing JDs with JPs, individuals in corresponding job positions not only understand the tasks they need to perform but also comprehend how their performance will be evaluated based on predetermined criteria. This provides motivation for employees with a JP to strive towards meeting the known criteria.

CV (Curriculum Vitae) – Your Professional Profile

The term Curriculum Vitae (CV) originates from Latin and translates to “life course”.

Primarily used for job applications, a CV is a crucial element in the employment-seeking process. It serves as an introduction, presenting your capabilities and expressing your desire to work alongside potential employers.

When crafting a CV, it is crucial to include the following necessary information: personal details (full name, date of birth, hometown, email, contact number), educational background (diplomas, degrees, vocational qualifications), work experience, skills, career objectives, certifications, and achievements.

Tips for Writing an Effective CV

Here are some key points to consider when creating your CV:

  • Avoid using overly technical language and aim for concise and straightforward presentation.
  • Focus on relevant work experiences and skills related to the position you are applying for.
  • Pay attention to the choice of words in your CV. Typically, a CV should be 1-2 pages in length, and remember to highlight your desires and strengths to make a lasting impression on potential employers.

Now that you have a clearer understanding of JD, JP, and CV, we hope this article has provided valuable insights.

For further reading, please refer to the following articles:

  • [Link to Article 1]
  • [Link to Article 2]

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Please note that the image from the original content has been used in this article.

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