Job Profiling is defined as: “The process of deciding exactly what tasks are involved in a particular job, and what skills, experience, and personality a person would need in order to do the job”.

 

As Job Profiling can form the basis for several HR-related interventions, it is imperative that Job Profiles are kept up to date which can prove to be challenging in any organisation. Furthermore, Job Profiles are used to set the minimum job requirements for recruitment, communicating organisational expectations and delivery thereof to an incumbent and identifying the contribution required by every job in the organisation to deliver results, setting the basis for job evaluations, ranking jobs in a hierarchy to establish a grade structure for equitable remuneration, inputting into the performance-management process where standards and performance requirements are individualised and contextualised for each incumbent.

 

QuikProfiler helps you make sense of the profiling procedure and streamlines the job profile writing process effectively. A powerful web-based electronic system with an easy to use interface, QuikProfiler is both reliable and cost-effective.

 

The QuikProfiler system sets out various stages of the job profile e.g.

  • Description of position
  • Delegated freedom to act
  • Qualifications and Experience
  • Primary purpose of the job
  • Reporting structure and position in the organisation
  • Planning and time horizons
  • Pressure
  • Influence
  • Financial and other resources
  • Principle Outcomes (KPAs and KPIs)
  • Key Competencies required

 

The following benefits will be achieved when using the system:

  • Reduced time and training, therefore more cost effective
  • User friendly, reducing dependency on consultants
  • Only authorised users have access to information
  • Version control enhanced

Some of the main advantages and benefits of Job Profiles are:

  • Comes with Built-in Generic Job Profiles to make it easy to create Job Profiles;
  • Comes standard with ½ day training on system use;
  • System is web based and can be used on any Browser at any time;
  • QuikProfler also allows one to include Performance Specifications such as Pressure, Service / Product Delivery, internal Processes and Financial & Administration; and
  • QuikProfiler gives you the opportunity to include personal, Generic Technical and Management / Leadership Competencies.

 

Key Characteristics of QuikProfiler

  • Begin a new Job Profile from scratch;
  • Customise/edit existing job profiles that a user has carried out;
  • Select from a pre-established library of generic job profiles across a wide variety of positions and edit;
  • One can add an OFO code to the profile; and
  • Includes version control.

 

The following benefits will be achieved when using the system:

  • Reduced training time, thus cost effective to implement;
  • User friendly and easy to understand;
  • Reliable and produces consistent results;
  • Uses a step by step process of profiling a Job;
  • Only authorised users have access to information; and
  • Version control enhanced.

Our clients have indicated the need for a reliable, robust and easy-to-use job evaluation system that does not use up a large portion of the HR budget. Emergence Growth Human Capital Africa has taken note of this and is proud to present QuikEval. This web-based job evaluation system will meet all of these requirements, and put you in control of your organisations Job Evaluation process. We have developed the system to ensure that Human Capital professionals are able to deliver reliable and consistent job evaluation results, for the entire business.

 

QuikEval uses the Paterson method of job evaluation as a basis. The primary purpose of the Paterson system is to relate levels of complexity in a way which both management and workers find reasonable, equitable and fair. Paterson has become the most widely used system of Job Evaluation in Southern Africa and increasingly across Africa and Europe. The system has been implemented in a number of organisations, spanning every sector of the working world.

 

This method was developed after examination of the characteristics of WORK and PAY.

Some of the main advantages and benefits of Job Profiles are:

  • Comes with Built-in Generic Job Profiles to make it easy to create Job Profiles;
  • Comes standard with ½ day training on system use;
  • System is web based and can be used on any Browser at any time;
  • QuikProfler also allows one to include Performance Specifications such as Pressure, Service / Product Delivery, internal Processes and Financial & Administration; and
  • QuikProfiler gives you the opportunity to include personal, Generic Technical and Management / Leadership Competencies.

 

Key Characteristics of QuikProfiler

  • Begin a new Job Profile from scratch;
  • Customise/edit existing job profiles that a user has carried out;
  • Select from a pre-established library of generic job profiles across a wide variety of positions and edit;
  • One can add an OFO code to the profile; and
  • Includes version control.

 

The following benefits will be achieved when using the system:

  • Reduced training time, thus cost effective to implement;
  • User friendly and easy to understand;
  • Reliable and produces consistent results;
  • Uses a step by step process of profiling a Job;
  • Only authorised users have access to information; and
  • Version control enhanced.

To most organisations, the benefits of investing in on going staff training are clear. They include:

 

  • Process improvements: reduced duplication of effort, less time spent correcting mistakes, faster access to information, etc.
  • Cost savings: lower staff turnover, lower recruitment costs; reduction in bad debts; reduced customer support calls; reduced help desk calls; reduced need for supervision; reduced downtime; increased staff productivity; fewer machine breakdowns; lower maintenance costs, etc.
  • Improved profitability: increased sales; more referrals due to better customer service; new product ideas; improved customer satisfaction and retention, etc.
  • Performance improvement: in quality, quantity, speed, safety, problem solving, etc.
  • Behavioural improvements: in attitude, ethics, motivation, leadership, communication, reduced staff conflict, etc.
  • Increased staff satisfaction: Well trained staff tends to be happier, stay longer, and are more loyal.

 

Furthermore, research undertaken to uncover the financial impact to an organisation of investing in staff training shows a clear and quantifiable link between an above average investment in staff training and superior bottom line performance:

 

“So, if we accept the need for investing in a formal staff training program, how does one go about identifying staff training requirements and putting a suitable program in place?”

QuikSkills incorporates the following strategic approaches to Training Needs Analysis:

  • Aligns Competency profiling to the Strategy of your organisation.
  • Assists you in identifying training needs thus creating a needs driven approach to training and development.
  • Underpins the Skills Audit Principles.
  • Allows you to create an appropriate Learning and Development framework.
  • Provides you with the tools to designing your own Training Needs Analysis, and identifying critical and scarce skills for effective talent management.

 

 

 

Key Characteristics:

  • Information supporting the Skills Audit process (competency profiles and organisation structures) can be stored within the system (eliminating version control issues)
  • Hassle free implementation – QuikSkills is a web-based system, no physical implementation is required
  • User training is half a day, and includes the principles of Training Needs Analysis
  • No limitation to the number of users who access via username and password
  • Access control which users are able to view sensitive information within your business structure
  • Reduces subjectivity, particularly with regard to the demographic in businesses
  • Understandable terminology
  • Ability to upload your company specific competencies
  • Compare individual Competencies against your current competencies as per the job profile and generating a list of critical skills gaps to effectively plan training and development.
  • Ability to export reports to Microsoft Word and Excel, Adobe PDF

 

Optional Skills Audit Training:

Emergence Growth will assist with the implementation and application of QuikSkills – which could incorporate 1 day training on the principles and concepts of Skills Audits and how the process is aligned to organizational strategy.

 

Skills audit is a process that can be used to identify the skill gaps in an organisation. The outcome is a training needs analysis that identifies where training is needed.

 

So, a skills audit results in:

  • An understanding of the skills required and gaps the organisation currently has.
  • A targeted analysis of development needs.
  • A listing of people who need development.
  • Data that can be used for purposes such as internal selection.
  • Information that can be used for dynamic succession planning.

 

Key Objectives of QuikSkills:

  • Improve the overall audit process
  • Create a customized questioning system that invokes honest responses
  • Enhance communication structure and flow
  • Improve behaviour patterns and body language awareness
  • Build “results producing” relationships
  • Improve clarity and reception of key ideas
  • Develop awareness and acceptance among those being audited

 

The following benefits will be achieved when using the system:

  • Aligns Competency profiling to the Strategy of your organisation.
  • Assists you in identifying training needs thus creating a needs driven approach to training and development.
  • Underpins the Skills Audit Principles.
  • Allows you to create an appropriate Learning and Development framework.
  • Provides you with the tools to designing your own Training Needs Analysis, and identify critical and scarce skills for effective talent management.

We are proud to introduce QuikPerform – our web-based Performance Management system. QuikPerform offers all of the above benefits, and puts you in control of your organisations Performance Management process. We have developed the system to ensure that organisations are able to deliver reliable and consistent performance scores, for individuals, teams, departments, business units & organisations.

 

Your journey with QuikPerform is summarised as follows:

 

QuikPerform – benefits & characteristics

  • Information supporting the Performance Management process (job profiles & organisation structures) can be stored within the system (eliminating version control issues);
  • Hassle free implementation – QuikPerform is web-based – no physical implementation is required;
  • Initial user training is ½ day;
  • No limitation to the number of users who access via username and password;
  • Access control – managers only view subordinates and own scores;
  • Understandable terminology;
  • Ability to export reports to Microsoft Word and Excel, Adobe PDF;
  • Reduced time and training, therefore more cost effective;
  • User friendly, reducing dependency on consultants;
  • Reliable and consistent performance scores;
  • Only authorised users have access to information.

Managing employee performance and aligning individual objectives to organisational objectives facilitates the effective delivery of strategic and operational goals. There is much evidence to support a clear and immediate correlation between using performance management software and improved business and organizational results.

 

For employee Performance Management, using integrated software, rather than a spreadsheet based system, may deliver a significant return on investment through a range of direct and indirect benefits, operational efficiency benefits and by unlocking the latent potential in every employees work day (i.e. the time they spend not actually doing their job).

 

The benefits to the organisation are numerous, and include, but are not limited to:

  • Better financial performance;
  • Improve sales;
  • Reduce costs;
  • Mitigate project overruns;
  • Aligns employee behaviour with organisational objectives;
  • Decreased time to implement changes by communicating changes through a new set of goals;
  • Motivated workforce;
  • Ability to link incentives plans to specific performance goals;
  • Improved engagement through understanding of how individual contributions affect the organisation;
  • Create transparency in achievement of goals;
  • Improves confidence in bonus payment processes;
  • Professional development programs are better aligned to achieving business goals;
  • Improved management control;
  • Flexible, responsive to management needs;
  • Assists with complying with legislative requirements; and
  • Simplifies communication of strategic goals.

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