Position - this is not just a staff unit, but the main characteristic of the duties of an employee

By definition, the post is a kind ofCharacteristics of the employee, defining its functional responsibilities and areas of responsibility. If we consider the staffing table as a whole, then this concept has a broader meaning.

The position occupied differs from the profession

When getting an education, a student, as a rule,intends to continue to work in the specialty. However, often the labor market conjuncture changes for 5 years of training. So many former students go to work not quite in those positions, which they expected to take in the first year. But even in the case when a young specialist finds himself exactly that place in life, to which he aspired for 5 years, the position he occupies will not always correspond to the profession.

For example, when studying at an institute or other institutionat the Faculty of Law and having obtained a diploma of a civil law specialist, a graduate is unlikely to find an enterprise with such a position in the staffing table. Most likely, he will be appointed legal counsel (possibly younger, due to lack of experience). The situation is similar in other spheres.

And it happens because of absencesynchronization between the list of possible occupations that can be specified in the diploma, and the positions entered in the staff list and indicated in the work book. In fact, this difference is not so important. After all, if you follow the logic, both the civil rights expert and the legal adviser are the same. In simple terms, a profession is something a person has learned, and a position is what he actually does. The first is in the diploma, the second - in the work book.

Job mismatch

Unfortunately, the situation is not so rarethe staffing table of the enterprise or organization does not allow you to enter one more unit, but the actual need for it is available. To act in this case it is possible, seeking its introduction or taking an employee to another position. For example, in the regional representation of a large company there is only one unit of the secretary (from the head). His deputy also needs a referent, and one employee can not cope with all his duties. The head office categorically refuses to introduce an additional position of the referent, motivating by saving on labor remuneration.

Then the deputy (with the consent of the head)Accepts an employee for the position, for example, of an IT specialist, but on condition that he will act as a secretary. It would seem that there is no difference, because the post is not the main thing. Employee is much more important level of payment, work schedule and functions. But, having worked in this mode for a while, the referent may want to change jobs. In this situation, it will be rather problematic to prove experience in the field of record keeping. After all, the fact that he worked as a secretary is known only to him and the immediate leadership. In the workbook, his position is an IT specialist. And a good referent in a new position may simply refuse (after all, his management is not interested in losing an employee).

A few tips for job seekers

Getting a new job or moving aroundwithin one organization, you need to be interested not only in the level of payment, the mode of work and working conditions (which, undoubtedly, is important). It will not hurt to clarify exactly how the new position is called and how it will be written down in the future in the work book.