Role Profile Development

Role Profile Development

“Strategy follows people” Jack Welsch – General Electric

PURPOSE OF SERVICE

Role Profiles are fairly comprehensive descriptions of work requirements necessary to meet clearly defined stakeholder expectations. Roles need to be considered within the structural, as well as business process context, to ensure accurate identification and understanding of the stakeholders, their expectations and associated role responsibilities to ensure that the desired workflow is maintained.

P4PE’s role profiles cover all the required aspects necessary to effectively manage the organisation’s human capital. HR initiatives, such as grading, personal performance management, training and development, as well as recruitment and selection are supported by our role profiles.

METHODOLOGICAL ACTION STEPS

P4PE’s role profile methodology allows for the development of highly specialised and specific roles, as well as generic roles aligned to the various organisational levels. Our methodology is based on the research of Elliot Jacques and Gillian Stamp on cognitive complexity. P4PE has also adapted this construct for the African business environment. P4PE’s role profile development process includes the following phases:

Phase 1: Review and confirm organisational structure and processes

Before commencing on the role profile exercise, P4PE ensure that consultants have a clear understanding of the business processes, as well as organisational structure. These elements will form the context of the role profiling exercise and will ensure that complexity bands, role output, as well as key performance indicators are clearly defined. This process will also enable P4PE to give guidance and advice regarding organisational design elements in alignment with Industry best practise.

Phase 2: Identify stakeholders and determine their expectations

The first step when writing a role profile constitutes the identification of role stakeholders. This will ensure that the role will be written in such a way that these expectations are fulfilled.

Phase 3: Identify work outputs and KPI’s

Work outputs are defined as, “the core performance outcome or delivery in relation to each jobs’ clients or customers within the work process flow.” P4PE will thus identify work outputs according to stakeholder requirements. This step also involves the identification of performance indicators associated with each work output. These key performance indicators need to be reviewed by the responsible incumbents and the incumbent’s managers, in order to verify the indicators and to determine the specific qualitative and/or quantitative measures for each. These indicators should form the basis of the performance measures for the job.

Phase 4: Process task

During this phase, process tasks that describe the task related process that needs to be followed in order to achieve the desired key performance indicators is defined. This could include task responsibilities, as well as the incumbents behavioural inputs associated with each work output. It will thus outline the process to be followed in reaching the desired work output. These tasks together produce the desired work output, but normally add little value individually.

Phase 5: Competence allocation

The competencies required to enable the achievement of work outputs will be determined and allocated to each work output. The competencies required for each work output will also be aligned with complexity or proficiency levels. Competencies are critical in the management of all organisational capacity development initiatives.

Phase 6: Confirm reporting structure

This reflects the organisational structure and the role’s position in the organisation. Direct reporting lines are identified, as well as the Manager that will be involved in career development initiatives, such as mentoring and coaching.

Phase 7: Review and validate

Most job profiles will require validating in order to ensure:

  • Compliance to legislation
  • Alignment to future jobs’ outputs
  • Common standards of job description completion
  • That the job depicts the required information
This section also provides formal evidence of whom actually drafted the job and who, finally, approves the content of the job.

Phase 8: Job Evaluation and Grading

Once the job profile has been validated and signed off, the next phase of process will be to evaluate the complexity of the role profile through a form job evaluation and grading process. The evaluation here “will not” result in job pricing but will determine employee grade level for the role.
This critical step is to ensure that the strategy is implemented and will adhere to rigorous project management principles.

BENEFITS OF SERVICE

P4PE’s Role Profile Development service provides the following benefits for the company:
  • Improved role clarity
  • Improved alignment of recruitment criteria
  • Improved stakeholder alignment
  • Enhance HR integration
  • Increased standardisation across the organisation
  • Improved grading consistency and therefore impacting on remuneration alignment.

The role profile is a critical element for all HRinterventions!

Learn more … Contact us for a presentation on how we could help you achieve your organisational development goals through the P4PE Role Profile Development HR Solution.

P4PE Consulting | 2 First Foundation Close, Opebi Ikeja, Lagos | info@p4pe.co, www.p4pe.co