Insights into Job Profiling

By now, almost everyone who is interested in psychology, human behaviour and investigative techniques is aware of profiling, particularly criminal behavioural context. Much of this interest stems from books and television programs that deal with the behavioural aspects of famous crimes and infamous criminals.

As a result of all the sensationalism about the darkest side of human behaviour, it’s not surprising that the mention of profiling brings horrible deeds to mind. There are, in fact, many different types of and purposes for using profiling techniques.

Developing Positive Potential

At Orgro, we focus on developing positive potential and performance in the workplace. Profiling is one of our numerous specialities, insofar as it pertains to jobs and the people assigned to perform each role in the workplace.

Our Speciality

Job profiling is a process in which specific data and facts are gathered and collated to be assessed and evaluated against pre-identified criteria – those required to perform a particular set of duties in the most effective and productive manner.

The requirements of a job and identifying the characteristics, strengths and weaknesses, performance and potential of the person currently performing the tasks are measured against and compared with the respective characteristics inherent in the job requirements. This may also apply to candidates applying for the position.

Right Match and Fit

In short, every organisation, which seeks optimum performance in a group, team and individual employee or member of the management contingent, needs to match the right people to the right jobs. To establish the characteristics of each job in question, as well as those of the existing or potential incumbent/s, may be evaluated to get the mutual right match and fit.

Positive Outcomes

At Orgro, this is an important aspect of what we do for and in partnership with our clients. Our job profiling also reveals areas in which a staff member can improve, and what interventions, training and development strategies may be implemented to help the person develop their full potential. It’s not a threatening hire and fire situation, but one that focuses on positive growth and development outcomes.

Additionally, a best-fit profile provides the employee with job satisfaction and a growth path, which helps the company retain talent in the longer term, in the right positions. Requirements of the employee and his/her occupation, plus work characteristics are taken into account to achieve the optimal fit.

During the assessment of each role in an organisation, its relative and comparative worth can be established, vis a vis other roles within the concern, thereby enhancing equity. To this end, we use the standardised Paterson’s methodology model, which is objective, accurate and fair, and widely recognised and accepted.

Professor Paterson developed his job profiling/grading model during a 15-year period at the time when he was based at the University of Strathclyde in Scotland. He paid particular attention to the characteristics of and correlation between work and pay. A main objective of his system involved methods by which a fair, equitable pay/work grade could be established, which would be deemed as such by employees and management.

The benefits of objective and fair job profiling are immense in developing organisations and people – a speciality at Orgro, and one which we look forward to implementing alongside you and the people who perform productively in your organisation.