Advertise Here
Icon

Directory

IconAccounting & Tax
IconAccreditation Bodies
IconActuaries
IconAssociations and Institutes
IconAuditors
IconBBBEE Consulting and Verification Agencies
IconBusiness Process Management
IconBusiness Process Outsourcing
IconCompany Secretarial Services
IconCompare Medical Scheme Benefits
IconCompliance
IconConsumer Protection
IconCorporate Governance
IconCredit Bureaus
IconDebit Order Collection Facilities
IconEducation and Training
IconEmergency Medical Rescue
IconExpatriate Cover
IconFAIS
IconHealthcare Consultants
IconHuman Resources
IconInformation Technology and Software Partners
IconLegal
IconManaged Healthcare Service Providers
IconMedical Aid Administrators
IconMedical Aid Schemes
IconMedical Schemes Trustees Liability Insurance
IconMedical Service Providers
IconOmbud
IconPolicy Administration
IconPublications
IconRegulatory Authorities
IconSurveys & Research
IconTraining Courses & Workshops
IconWellness Programs
Advertise Here
  Subscribe To »

Job Profiling key to unlocking potential and enabling organisational strategy

Published

2015

Tue

14

Apr

 

By Rita Lally, Director
SmartMoves Human Capital

Job Analysis is a critical skill for all Human Resources professionals and is used when writing Job Descriptions, Person Specifications and/or Performance Models.   The uses and value of the ‘profile’ impact on all aspects of the day to day operations and services offered by the Human Resources Department.

From the outset, an updated ‘person specification’ reflecting what is required by the applicant of a job is essential at the recruitment and initial entry level into the organisation to ensure a good ‘fit’.  The Employment Equity Act amendments, and Code of Good Practice requirements, states that ‘job descriptions are to be updated each time there is a vacancy.”  As a result, all HR partners are expected to review and make corrections where necessary.   Outdated documents can result in mismatches and poor appointment decisions.   We all know how costly it can be to the organisation when this happens - up to 10% of annual salary when recruitment goes wrong!

Currently, the skills development plans and reports are being consolidated for submission into the SETA’s.   As training in itself is a costly exercise (in addition to the Levies already paid), the data collated from job profiles must be meaningful.    Training plans are drawn from the necessity to upskill people at technical and professional levels, through to identifying personal development needs, or gaps in performance expectations of individuals.  If there aren’t comprehensive job profiles in place – where does the information then come from? ...

The Skills Development Act has clear intentions.  Training plans should be strategic in nature; fair for everyone; dovetail with the employment equity goals and add value to the business.  Without job profiles, how does one define what needs to happen for individuals to grow, and in turn, move up the ladder within the organisation?  It is not only about providing qualifications, development activities should be carried out in a variety of forms and holistic in nature to align with the future targetted position – again, outlined in the ‘profile’...

We would all love to work in an ideal world, but sadly this does not happen and there are those that despite efforts by management – simply do not make the grade.   Job profiles facilitate performance management.  Objective feedback of the shortfall must be given prior to any formal corrective action or discipline.  This cannot happen unless the job profile is up to date and clear in its intent.  How often does one hear the remorseful response from an employee, “I didn’t know, or nobody told me”... down to Mr. CCMA if unfair labour practices take place.

Employers have added responsibilities under the Employment Equity Act amendments ...‘equal pay for equal value’.   If your job profiles cannot objectively show the justification in different remuneration for similar work, or levels of authority, make sure you have a recognised grading and evaluation system in place.   Organisations can be challenged if salaries are not aligned, especially if deemed to be discriminatory.

Job Profiling is a Key Responsibility Area of Human Resources Professionals, the results of which align with and support the business strategy through effective manpower planning and talent management.  HR needs to carry out the function of job profiling, ensuring these are up to date and adding value to the organisation – not hindering it.

Failing all else, attend our training workshop or let us help you put them in place. Visit us at http://www.smartmoveshc.co.za/ to find out more.

 
Source: SmartMoves Human Capital
 
« Back to previous page Print this page » |
 

Breaking News »

What is the difference between Black Friday and Cyber Monday?

Cyber Monday originated in the US and is a marketing term used for the Monday after Thanksgiving. It was created by retailers to encourage people to shop online. The term was coined by Ellen ...
Read More »

  

Interview with Bright Rock CEO, Schalk Malan about their ground-breaking temporary disability cover

In October 2019 Needs-matched life insurance provider, BrightRock, announced enhancements to their temporary expenses cover. Read More More recently Insurancegateway® Interviewed Schalk Malan to not only ...
Read More »

  

The Importance of an effective online campaign

As we enter the age of the fourth industrial revolution, a technological transformation driven by the internet, it seems almost unthinkable that the web would not be the preferred platform chosen by businesses ...
Read More »

  

Genesis Medical Scheme announces the lowest contribution increase for 2020

Across the private healthcare industry in South Africa, members of medical schemes are bracing themselves for a 10% increase in their 2020 contributions, exceeding the general inflation rate by 4. With average ...
Read More »

 

More News »

Image

Investment »

Image

Life »

Image

Retirement »

Image

Short-term »

Image
Image
Image
Image
Advertise Here

From The Glossary »

Icon

Bull Market:

Rising market. This is caused by an increase in demand for investment opportunities and inherent growth in the value of companies because of favourable market conditions. In the financial markets, a "bullish" investor believes that prices are about to rise. A bull trend is therefore a trend that is moving upwards.
More Definitions »

 

Advertise

 

eZine

 

Contact IG

 

Media Pack

 

RSS Feeds

By using this website you agree to the Terms of Use.
Copyright © Insurance Gateway (Pty) Ltd 2004 - 2019. All Rights Reserved.