Job Profiling
Job profiling is a methodology that helps organizations identify the skills and skill levels employees need to perform specific jobs effectively. Job profiling is used in conjunction with talent and skill assessments and training – to help employers make more reliable decisions about hiring, promotion, and leadership development.
OUR APPROACH
Our approach begins with reviewing a specific job function and identifying and collecting appropriate job performance data. Incumbents in the role provide vital feedback regarding how a position is currently performed with regards to tasks accomplished and the skills/competencies and performance proficiency needed to complete the job. This data can be obtained through a combination of interviews, job descriptions, and validation questionnaires and the use of assessments.
PMP reviews the data or job statement with senior management to determine whether this is the way the job should be performed in order to meet the organization’s business strategy and ensure success in the role. If changes are required to the composition of the job the job statement will serve as a reference point.
NEW ROLES
For new roles that have not previously existed in your organization, the resulting profile will be the same – our process changes. We may profile other organizations with similar roles, use pre-existing profiles from our database or conduct an analysis determining how this role impacts the various organizational functions.
Our customized approach to job profiling includes the following benefits:
- Hire individuals with the right skills/competencies for individual and organizational success.
- Develop employees and create career paths that match organizational goals – incumbents understand what it takes to be a high performer in this role.
- Set performance standards; provide coaching and targeted development and development activities that focus on skill/competency development.
- Clarify how multiple jobs fit together in an organization or department ensuring the alignment of deliverables, responsibilities and competencies across jobs, both vertically and horizontally.
- Establish a framework for employee selection, performance management and development and succession planning processes.