• “If what you call sabotage,
• I call competition,
• What you call conniving deception,
• I call savvy ambition,
• What you call abuse and harassment,
• I call shrewd gamesmanship.
• What you call record-keeping,
• I call “Hoover files.”
• And, that‟s the workplace. It‟s brutal.
• It ain‟tfor sissies.
• Just play the game”.
(Theresa Daniel – Prof Leon van Vuuren)
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Job Profiling
Definition:
A job profile is an evaluation of a specific occupation, and it
summarises the key outputs that are essential to the overall job
performance. Therefore, the job profile entails specific details
concerning the responsibilities, qualifications, competencies and
reporting lines.
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Objective of a Job Profile
• Job evaluation
• Organisation review
• Recruitment
• Job procedures and performance standards
• Performance and progress reviews
• Development of training programmes, career pathing and
manpower planning
• Development of specific plans for individual induction
training
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Job Profile Layout
• JOB INFORMATION
This section of the report provides fundamental information regarding the job in
terms of where it is positioned in the organisation such as location and reporting
structure.
• KEY OBJECTIVES & PERFORMANCE REQUIREMENTS
This section stipulates the Key Performance Areas or Objectives of the job as well
as the Key Performance Indicators.
• SUMMARY OF JOB REQUIREMENTS
This section provides a summary of the background requirements of the job in
terms of skills, knowledge, formal qualifications, professional membership and
experience required.
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Job Profile Layout
• IMPACT OF RESPONSIBILITY
The impact of responsibility focuses on the nature and impact of decision making
and responsibility of resources.
• WORK CONTEXT AND ENVIRONMENT
This section describes the physical work context and environment in which duties
are carried out.
• Competency Profile
The Competency Profile describes the outcome required for minimum competence
at entry to practice and provides the foundation for development
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Recruitment &
Selection
Job Grading &
Remuneration
Performance
Management
Job
Profile
Succession
Management
Training &
Development
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Ethics
Why do Ethics matter?
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Ethics have a direct impact on you and your organisation’s reputation;
Ethics have a impact on the employee’s confidence;
Ethics have a direct impact on the sustainability of the relationship;
Ethics have a impact on unlocking employee potential.
Job Profiling should be done with the following values:
• Fairness;
• Accountability;
• Responsibility;
• Transparency.
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Frank de Beer
frankdb@vippayroll.co.za