Job Profiling

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Job Profiling

Job Profiling ultimately identifies the skills/competencies an individual needs to execute the organization's business objectives. The completed Profiles are the nucleus of an integrated response to the organization's human capital needs. Properly constructed, these profiles will permit selective implementation of the organization’s Human Capital Management Plan.

The data derived from our Job Profiling work may be used for any of a host of activities...all spinning off of a common skill/competency database. Most job profile data allows you to focus on only one HR function - our format provides a benchmark for the following functions:

• Skill/Competency Assessment
• Recruitment and Selection
• Career Pathing and Succession Planning
• Behavioral and developmental coaching and feedback
• Training and Development Objectives
• Targeted Learning Plans
• Mentoring
• Rewards and Recognition processes

Our process, supported by technology, allows job incumbents to provide vital feedback regarding how the job is presently being performed in terms of tasks to be accomplished and the skills/competencies and specific performance proficiency levels required to complete the job. This information is then presented to management and a determination is made regarding whether or not this is the way the job should be performed in order to ensure that the organization’s business strategy is successfully implemented.

Contact us today to learn more about our job profiling services.

Methodology

Our standard methodology commences with gathering Job Role data presently existing within the organization. This may be a combination of existing job descriptions and grids, interviews and validation forms/questionnaires...whatever is appropriate to the situation. While pre-existing job data may be used to begin the process, we encourage an incumbent’s editing and refusal of this material to ensure that the incumbent's response provides a true picture of the tasks actually being performed versus the perceived definition of the tasks traditionally performed in the position. In addition to pre-existing data, incumbents are asked to provide additional data that illustrates exactly how the job is being performed.

We believe that the most valid analysis is conducted by working directly with incumbents in the position using a process that avoids leading and anticipating responses. Incumbent’s responses will provide data regarding how the job is now being performed. A standard comment received from incumbents during this process,
“The Job Description is theory. It is different that what we have to do day-in-and-day-out to get the job accomplished!” Participants then identify the skills/competencies necessary to perform the job and ultimately the specific proficiency and performance level of each. The tasks performed within a job role substantiate the proficiency and performance level of each skill/competency.

The completed document is then presented to the incumbents' manager as a statement of the job as it is now being performed. If changes are contemplated in the composition of the job, this document will serve as the reference point for such change.

New/no previously existing Job Role?

We can also assist in the creation of new Job Roles that have not previously existed. The resulting Job Profile will be the same, but the manner in collecting beginning data varies. This could begin with pre-existing generic profiles in our database or an analysis conducted determining how this Job Role will affect the organization’s various business functions.

Technology

Insala’s technology supports this methodology by:

• allowing the Job Profiling process to be distributed to a wider national or global audience
• allowing participants to provide input at their convenience
• decreasing the participant’s time in the process
• ensuring that responses are interpreted correctly – written or verbal responses cannot be misinterpreted
• reporting data as it is submitted versus waiting until all data is provided
• reporting data to identify possible discrepancies based on job role performance in different geographical locations or organizational functions
• reporting data in an organized manner necessary to meet organizational needs and inquiries
• integrating data with other Insala technology solutions to be used for recruitment and selection, assessments, career pathing, succession planning and development.

Benefits

We believe that an organization's Human Resource Plan must be responsive to, and integrated with, several key forces driving the organization’s Business Plan. The Business Plan is driven by the organization’s Customer, Service or Product, the organization's Vision and Mission, and the organization's Strategic Plan. To do this, it is necessary to:

• bring individuals into alignment with the objectives, strategies and goals of the organization;
• select and develop them in the most efficient manner possible to meet these objectives, strategies and goals; and
• identify and further develop the skills/competencies they require to propel the organization into the future.

Job Profiling will respond to this requirement by providing a framework to:

• hire individuals with the skills/competencies necessary to meet the organization's needs.
• develop individuals and create career paths appropriate to the organization's goals.
• set performance standards, coach individuals in their performance and to reward them in a manner that enables the organization to meet its objectives.
• provide targeted development and training activities that focus on the skills/competencies necessary to perform the activities that meet the organization’s needs.