Detailed Job Profiles

Do you define detailed job profiles?
A. No. People know what’s expected of them.
B. We informally prepare job profiles.
C. We outline job profiles describing the knowledge and skills required.
D. We define in detail job profiles describing the knowledge and skills required by the individuals performing each of the critical internal processes.
E. We define in detail job profiles describing the knowledge, skills and values required by the individuals performing each of the critical internal processes.
[Score: A=0, B=1, C=2, D=3 & E=4]
Why is this question important?

You need to define in detail profiles describing the knowledge, skills and values required by the individuals performing each of the critical internal processes.

To successfully implement strategy every organisation needs to have available the employee skills, talent and know-how to perform the internal processes critical to the strategy’s success.

The starting point is identifying the competencies required by individuals performing each of the critical internal processes in the organisations’ strategy map

All jobs are important to the organisation – otherwise why hire and pay people to perform them.  Many jobs, however, require basic capabilities and requirements, but not ‘distinctive’ ones that create tangible differentiation.  Notwithstanding the foregoing, contributions from all these employees will (should) improve organisational performance.

You need to recognise that some jobs will have a greater impact on strategy than others – the challenge for management is to identify and focus on the critical few jobs that have the greatest impact on strategy.

To identify these review the critical Internal Processes identified for success – these will be drawn from:

  • operations management processes  (all organisations)
  • customer management processes  (all organisations)
  • innovation management processes  (all organisations)
  • regulatory and social management processes  (in case of larger organisations)

Thus an organisation identifies the key strategic roles or jobs to successfully implement strategy – the essence of strategic focus.

The next step is to define for each of these key roles or jobs detailed job or competency profiles.  A job or competency profile describes the knowledge, skills and values required by successful position holders.

Job_Profiles

Knowledge

The general background knowledge required to do the job – including job-specific knowledge (e.g. a “subject knowledge expert”) as well as contiguous knowledge (e.g. “know the customer”) that adapts job-specific knowledge to the environment and context of the job.

Skills

The skills required to complement the general knowledge base – e.g. negotiating, consulting, HR, or project management skills.

Values

The set of characteristics or behaviours that produce outstanding performance in a particular job.  Some jobs require teamwork, while others may be built around a customer, operations or innovation focus.  Matching the values to the job is paramount.

The job profile should:

  • make a distinction between essential and desirable requirements for the job
  • be clear in the language used and, where possible, avoid jargon
  • encourage the application of a suitably qualified person with less experience, who clearly demonstrates they can improve with on- the- job training
  • take into account, where feasible, non- mainstream educational qualifications and other aspects of individuals abilities.