Job Profiling
Why Profile?
A clear job profile is critical to ensuring:
- Fairness and consistency in job grading and compensation
- Targeted recruitment and selection – attracting high quality staff
- Organisational analysis and planning
- Appropriate training and development
- Effective talent management and succession planning
- Constructive mentoring and coaching initiatives
Consequently, a job profile is central to many critical management functions including:
- Talent & Succession
- Performance Management & Personal Development Plans
- Job Grading & Compensation
- Training & Development
- Mentoring & Coaching
- Recruitment, Selection & Probation
Bioss SA Profiling Methodology
The Matrix of Working Relationships (MWR) model provides the theoretical foundation that informs the development of our job profiles.
The stages in our methodology include:
Step 1: Preparation
Preparation for the Role profiling Interview
- Planning – Top-Down approach
- Communication and Scheduling
Step 2 – Interview
- Eliciting KPA’s / Outputs
- Listing and clustering all tasks and duties to achieve each KPA.
- Identify KPIs
- Purpose of the Job
- Extracting information linked to Themes of Work
- Education vs Knowledge vs Experience
- Competencies (link to competency development on website: What we do / Talent Management / Competency Development)
Step 3 – Record Information. Analyse and Organise
Step 4 – Validate
- Line / Job Family
Step 5 – Evaluate
- REM Committee