Traditionally job descriptions are a list of tasks, a document that gets filed in file thirteen never to be looked at again. Job profiles are a far more useful tool allowing you to manage your staff effectively as well allowing you to integrate this into your wider HR strategy.
A job profile is a comprehensive document that not only covers that role, but the competencies which are behaviours and skills and experience needed for the role. A job profile is a holistic view on the role as well as the type of person that should fill the role.
You may be asking – So what’s the value in that? Role profiles can be used for the following reasons:
Job profiles are outcomes-based and each key performance area is clearly defined. With the outcomes clear it is easy to quantify tasks into deliverables which can be measured and used for performance management systems.
When dealing with an employee that is incapable of performing his/her duties to the required standard and you need to follow a more serious route which could lead to dismissal, this will require you to have proof that the employee knew what was expected of them. A job profile eliminates any form of confusion – ensure that your newly appointed employee has a job description that has been signed and explained you may need this in future.
Recruitment and Succession Planning:
A job profile assists with recruitment as succession planning. The profile indicates both the technical, behavioural competencies and skill sets required for the position. This allows for easy drafting of recruitment adverts and the ability to match the role to psychometric competencies. Job profiles are an important tool in succession planning as this reminds the employer not merely to appoint a person based on the tasks at hand but to also incorporates looking at the person according to job fit. Many mistakes are made when taking an excellent worker and promoting them to a supervisory or management role the wheels fall off because they do not have the necessary behavioural competencies to lead, manage or discipline a team.
Training and Employee Development Plan:
The job profile is an excellent tool to identify an employee’s gaps between where they are and where they should be in terms of the role, training and develop plans can be drafted from identified needs these should feed into your skills development plan and annual Workplace Skills plans submitted to your relevant SETA.
Job profiles are key in determining role definitions and responsibilities within your organisation. When planning a restructure one would clearly need to define amalgamated or new roles. Using a job profile from the onset will clearly indicate which behavioural competencies and skills will be required for the new roles and the employer can easily assess whether an employee would fit into the new role. It’s not just a case of putting an extra person in an empty box, this could easily end in disaster with the employee unable to perform in the new role and a frustrated and unhappy employer.
In all of the above scenarios planning is key – failure to plan is planning to fail. Should you have any queries regarding job profiles, performance management, psychometric testing, restructures, and succession planning please get in touch.
Call Infinity HR Consulting on 087 073 6940 or 083 305 6219.