Helping you describe the roles within your organisation accurately and scientifically.
Also known as role analysis, role profiling entails defining the responsibilities, skills and knowledge required for a given position in the organisation. Depending on the type of role, procedures and behaviours may also be included, as well as success measures and stakeholders.
This information can then be used for further assessment, competency measurement, or recruitment.
What Should Be In A Comprehensive Role Profile?
- Procedures and behaviours of the role.
- Job purpose, key areas of responsibility (key performance areas)
- Inputs (behaviours to achieve KPAs),
- Success measures/measurement method/tracking source (have they achieved the role outputs?)
- Mapping to the Balanced Scorecard and complexity
- Core and critical competencies per KPA
- Minimum education and experience
- Internal and external stakeholders
- Competency definitions (defining the behaviours/behavioural indicators)
Omnicor maps its job profiles to the correct complexity level for the organisation, ensuring that your structure is robust and ready for the challenges of the future.
Proper role profiling has organisational benefits:
- Encumbents become aware of their responsibilities, managers can assess and measure performance, and top management can strategically identify prospective candidates for other roles.
- Role profiling also allows you to benchmark jobs of different value, and accurately determine remuneration.
- We bring extensive expertise to the role profiling function. We automate much of the process through our online digital HR systems, and have access to various competency libraries.
Please note: We do not offer individual role profiling training.