Competency Modelling & Job Profiling
What core competencies will take your company to the next performance
level? Which are the 15-30 most critical competencies for each of
your jobs? Do you want to guess?
focus provides a systematic, valid, and user-friendly way
to build your company and job models. Focus all your performance
and employee development systems where they will give you the most
benefit. The competency profiling process is a wonderful, positive
opportunity for managers and direct reports to share their views
on the competencies and skills that are critical to success. Participants
are facilitated in a small group, a structured process that brings
clarity and consensus.
Competency Profiling Features & Benefits
- Job Profiling Wizard
Walks -users through a structured approach and
leads to outstanding results.
- Prioritises
Unique and powerful methodology for identifying the most
important competencies and skills, plus weights and financial
values for each!
- Includes Technical Skills
Core Competencies are not enough! focus also identifies
cross-functional competencies and technical skills that
are essential for successful job performance.
- Quicker and Better
Companies that struggled without focus,
find that they can now complete their job profiles much
faster than before and that the quality of the profiles
is far better.
- Updates Job Descriptions
Profiling updates and brings all relevant job data into
one place.
- Create Job Pools
General profiles (called Pools) for groups of related jobs
can be created. This feature saves time and allows users
to more quickly benefit from the advantages of job profiling.
- Legal Foundation
Provides content validity foundation for making and defending
people decisions, e.g. recruiting, training, rewarding,
promoting, and separating.
- Fully Integrated with Other Functions
Job profiles drive customised 360° evaluations and are
also integrated with development planning, career development,
and succession planning.
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Typical Steps to Implement Job Profiling
- Review and update job responsibilities.
- Organise job responsibilities into related groups -Prioritise
the groups
- Select critical competencies and skills from company competency
library.
- Associate competencies and skills with job responsibilities
to determine competency and skill weights.
- Fine-tune competency and skill weights.
- Identify desired performance levels for each competency
and skill.
- Compare job profiles within departments to ensure relationships,
consistency and quality.
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