We are able to develop position profiles for your structure, ensuring each job is defined at the right level, and contributes to the overall intent.
We offer an integrated system (ORA) if required, or we can manually produce more customised position profiles. Our top-down, work-shopped approach would include job analysis, which would yield 2 outcomes:
- Work-oriented outcomes –tell us about the nature of the work. They define a job in terms of the purpose of the job, the complexity of the job, key performance areas (KPA’s) and key performance indicators (KPI’s), autonomy / decision-making ability, functions / tasks / duties, responsibilities, job standards / outcomes if the job is to be carried out effectively
- Employee-oriented outcomes – tell us the person specification, i.e. what would the jobholder need in terms of capability, competencies, aptitude, abilities, skills, knowledge, experience, attitude, personality, behaviour etc in order to produce the required outcomes for the position.
The position profile would be structured based on your need to ensure it is fit-for-purpose.