Job Analysis is a technique utilized to identify and describe observable and measurable behaviors / skills that are required to perform a role successfully. The Job Analysis method deduces the observable and measurable behaviors and skills to describe and differentiate effective and ineffective performance. The description that is produced is what we call Competencies.

Why is Job Analysis so Important?

Job Analysis clearly defines the key responsibilities for each individual role as well as how the role fits in to the organization and contributes to its vision and strategy. Without it, employees can be unclear of the organization’s requirements of them, and this can lead to:

·         An unfocused team with lack of direction

·         Difficulty monitoring performance and obtaining tangible, measurable results

·         Difficulty coaching and developing individuals and conducting succession planning

·         An employee’s inability to see how they contribute or add value to the broader team or organization

·         Disengagement which can lead to high staff turnover

Is it time to review your current Job Analysis framework?

Key questions you should consider:

·         How often do your employees refer to their role profile?

·         Do your employees have clarity around what is expected of them in their roles?

·         How often do employees comment that their role profile does not reflect reality?

·         Do new employees find it a useful tool to assist in their orientation to the business / the team / their new role?

·         Does the role profile fit in effectively with your broader HR framework and tools?

·         Does the role profile enable individuals to see how worthwhile their work is and how it fits in with the overall vision of the company?

Creating a behavioral blueprint for success

The Great Performance Profile (GPP) is Pluri Consultants’ proprietary role clarity methodology to ensure a thorough Job Analysis is achieved. It is essentially a behavioral role profile that details not just what  the person should be doing, but how  they should be doing it to ensure the highest level of performance.

It answers the questions:

·         What are we here for?

·         Where do I fit in?

·         How am I contributing to the team and company goals?

The GPP can be used as a one-off solution to provide individual profiles, but it is also a highly flexible organization tool that can be used across broader HR practices, including:

·         Job analysis and evaluation (team / organization wide)

·         Recruitment and selection

·         Cultural and behavioral change

·         Performance management

·         Coaching

·         Training and development

·         Induction and orientation

·         Remuneration and reward