Job Profiles are critical for any organization as they have an impact on a number of Human Resource processes.

It helps to identify the skills & attributes, which the different employees require to succeed in their respective positions.

Job profiling is often seen as a huge task and many employers provide new employees with outdated and inaccurate Job Profiles. Some believe that by not providing a Job Profile at all, it will entitle them to demand anything that they may require from an employee. This practice however is in contradiction with the Labour Relations Act.

For an organization to optimally use its Human Capital Resources, it is essential that each individual knows exactly what their roles and responsibilities are. Just as important is that the employer should know who is responsible for what.

Have you ever experienced that employees in your organization:

• don't know who they reports to ?
• don't know what their job title is ?
• don't know what their responsibilities are ?
• don't know what performance criteria and standards they will be measured against ?
• think they have more responsibilities and authority than they actually do ?

If your answer is “yes” it is a clear indication that your job profiles are not up to standard or not communicated properly to your employees.

IBS make use of experienced consultants and technology to ensure that Job Profiles  contain certain minimum requirements:

A Purpose Statement that describes why the job exists.

Key Performance Areas (KPA`s) or Key Results Areas (KRA`s).

Roles are made up for Responsibilities or Outputs that must be achieved.

The Job Profile must contain a description of the Inputs of the Job.

Job Profiling should also outline the job`s location, authority levels, supervisory levels, grade and the interrelationships between the job and other jobs in the same area.

Contact us for Quotation