Effective Job Profiling in a Modern, Successful Business Sector

To some, the term “job profiling” may be unfamiliar, despite being fully au fait with the meaning of each of the two words individually. Your job refers to your work, be it a random task or occasional or full-time duty, or your occupation.

“Profiling” was not traditionally used in conjunction with “job”. This followed considerably later. It’s an integral part of our strategic organisational development processes at our company, Orgro, formerly known as FWA Organisational Development.

In the Media

Fans of TV programmes and avid readers of books dealing with crime, modern forensic techniques, behavioural studies and analysis of actual criminals, are very familiar with profiling – in that context. It’s completely unlike our field at Orgro, despite both focusing on people and their diverse behavioural characteristics.

An Integral Part

At Orgro, job profiling is an integral part of what we do overall:

• We provide people-centric solutions for organisations that want to resolve their most complex people-related problems, particularly those issues that relate to productivity, performance and potential.
• We uplift, upskill and empower – an effective way of unlocking and maximising personal and group potential.
• we attract, hire, develop and retain the best people and skills required for each role, creating a stable workforce.
• After establishing and assessing the status quo, we profile, design and structure positions and roles to achieve individual and group peak performance.

It’s one thing to establish a culture of commitment and development; still, performance must also be measured and managed. Orgro takes a holistic approach to performance management, via:

• Realistic, structured goal setting
• Job profiling
• Implementing effective performance management systems
• Creating engaged and motivated individuals and teams
• Developing recognition, compensation and reward schemes that are relevant

Job Profiling

As we say at Orgro, an accurate “job profile is the foundation of hiring the best-fit talent”, and/or developing and placing existing employees in positions that help to ensure that they challenge themselves/their teams to perform optimally on an ongoing basis.

A target-relevant job profile “also provides critical information needed to successfully review and manage performance”. Firstly, Orgro’s hands-on experts conduct assessments, which enable us to pinpoint the requirements of roles within an enterprise. Key Process Indicators (KPIs) and Key Process Areas (KPAs), plus market context are considered, as are organisational and employee requirements, in addition to work characteristics.

Through our role evaluation process, we’re able to accurately perform comparisons of roles within an organisation to identify their comparative worth. Following this, each position is categorised accordingly, enhancing equity, a proactive engagement strategy and retention of talented personnel.

Patersons Model

Orgro’s methodical, standardised job profiling techniques are based on the widely recognised Patersons model. In addition to engaging a host of other effective techniques that are designed to ultimately develop people with potential and drive, the types of job-related profiling we undertake include:

• Assessment of integrity -– work-related risk profile
• Evaluation of cognitive and learning potential, present and future, for which we employ a cognitive processing profiling technique
• Understand personality traits in relation to key functions of a position, current behaviour, and predict future performance by applying a comprehensive assessment profile

You want and need the right person in the right role. Orgro’s job profiling techniques will help you obtain just that, and a great deal more. Please don’t hesitate to contact us to assist in your mission and goal – peak-performing people; success for all.