Jobs are one of the objects that make up an organizational plan. A job is a general classification of tasks, such as Secretary, Computer Programmer, Instructor, and so on.


Many people at your company can hold the same type of job. For example, there may be 20 people whose job is Secretary, eight people whose job is Manager Level 1, and only one employee whose job is Chief Executive Officer.

You may create an unlimited number of jobs for an organizational plan. Once a job is created, you describe all of its attributes by defining infotypes.

For example, you can provide a text description of the job. Or, you can link jobs with work centers and tasks, to create a detailed job description. Or, you might want to identify an approximate cost of the job (to the company).

Anyone who holds a job automatically inherits the infotype settings, attributes and properties of the job.

Jobs can be used as a basis for creating positions. Jobs and positions share characteristics, and so it is logical to create positions by copying a job. For example, if your company has 20 employees who carry out the job of Secretary, you create the 20 positions by making 20 copies of the job Secretary. You then edit the separate positions so that they reflect any additional requirements.

You can create positions without using jobs, but it is recommended that you do not do so. Using jobs as a basis for positions saves you data entry time, and ensures consistency among similar positions.

If you plan to link tasks with positions and jobs, link the tasks common to all positions with the job. Then create the positions. The tasks associated with the job are automatically carried over to the positions. This approach reduces the number of times you have to create relationships between tasks and positions.

Jobs can be used in conjunction with tasks and work centers to develop comprehensive job descriptions. The job identifies the job classification, the tasks indicate the types of duties performed, and the work center identifies where the tasks are carried out, and possibly the machinery used. Jobs can also provide a valuable point of reference for developing qualifications, if you plan to use the Qualifications and Requirements component of HR.


There is a distinct difference between the terms job and position in Organizational Management, and it is vital to understand the different roles they play.

A job is a general classification of duties that must be performed. For example, you might create the job of Secretary. Many people at your company can have the same job classification.

However, positions are individual employee assignments, for example, Secretary of Marketing, Manager of Human Resources, and so on.

It is recommended you create positions by copying jobs. Any attributes you have defined for the job are automatically carried over to the different positions.


The following infotypes are applicable for jobs:

Object (1000)

Relationship (1001)

Description (1002)

Cost Planning (1015)

Standard Profiles (1016)

PD Profiles (1017)