You know you need job descriptions. They help you stay legal. They are critical to support changes in enterprise-wide software (SAP, Peoplesoft, Oracle). They are indispensable in selecting great employees. They are needed by employees to know exactly what their role and contribution is supposed to be.
But who has the time to write them? How can they be updated on a continuous basis so that they are always current, and help in training, performance review, and many other HR functions?
You do with our help.
With our on-line or in-person facilitation, in 2-4 hours you can produce a printed draft of the job description that can be used to determine compensation, describe job competencies, build training programs, design assessments, build performance appraisals.
What makes Performance International Job Models special?
- Job Models define jobs in action terms to match enterprise-wide process changes (such as SAP, Oracle, Peoplesoft, etc.)
- Job Models clarify work processes, and specify skills needed for training and other performance improvement strategies.
- Employees develop the job models, with guidance, assuring ownership and understanding.
Clear, concise job definitions are critical because:
- Jobs change to keep up with new or restructured processes.
- Employees need to know new job expectations; time wondering about change is time lost.
- Businesses need new skills identified systematically. Training needs to be developed rapidly to meet business goals.
- Individuals find that seeing a “picture” of the change helps them to handle it well.
- Work groups, particularly self-managed ones, must include people who know what the work is and can do the job.
- Work may be unclear without them.
What’s unique about job models?
1. For the first time, job descriptions tell employee how to do their job — not just the goals to be achieved.
Result: Employees understand how to do their jobs better. Others can see their contribution as well.
2. The training department has a complete database of skills and knowledge upon which to develop programs and services.
Result: Training needs are identified,can be measured and linked to performance reviews on a continuous basis.
3. Jobs are defined in terms of the customer, the processes and work team needs.
Result: Jobs, processes, and work groups are aligned to the customer and the company.
For further details about our On-Line Job Modeling services:
Please visit www.job-modeling.com.