Step#1: Send out a job-profile application form to the relevant manager
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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.