Follow these 4 steps BEFORE putting together a job profile
As a manager, it's your responsibility to ensure that your employees know exactly what it is you expect of them.
After all, if they don't then they won't know what tasks to carry out, which in turn will lead to poor performance.
This is where a job profile comes into play....
A job profile sets out to ensure that the employee delivers the end goal, according to the required standards.
It's different to a job description in that they give far more details on performance than job descriptions do.
But before compiling your job profile, there certain things you must do in order to ensure its effectiveness.
Here are 4 steps you should follow in order to pave the way for an effective job profile for your employees...
Step#1: Send out a job-profile application form to the relevant manager
The Ultimate Job Description Toolbox
The only toolbox that gives you electronic templates and organograms that WILL save you hours, days, even weeks of your time…
Whether you want to:
· Cut your recruitment time in half
· Get rid of poor performers
· Save your company R219 700 in consultant fees
· Make your job easier…
The 169 Job Descriptions Toolbox
is the quickest, easiest and cheapest way to do it!
Make sure that the manager agrees to the profiling and that she signs the form.
Step#2: Set up a job profiling workshop with the following people
You should discuss the information about the job with:
· The employee;
· The direct manager; and
· Other job experts.
Also note that line managers who are responsible for assigning resources should also be involved in the profiling sessions.
Ensure that your profiles are in line with your business strategy.
Step#3: Put the information into categories to decide which areas are vital
You can use the categories such as 'ongoing', 'short-term', 'long-term' project work and 'extraneous' work to classify job-relevant information.
Step#4: Group the data
Group similar activities or outcomes together, with groups with a larger amount of similar activities and outcomes holding more significance to the job.
Common groups/clusters will have a specific outcome. Groups of specific outcomes will be referred to as 'Key Responsibilities'.
*To learn much more on each of the above steps, as well as one other vitally important step, page over to chapter J 01
in your Practical Guide to Human Resources Management
handbook, or click here
if you don't already have a copy.
Note: 5 of 1 vote