Rationale for job profiles
For assessments during the recruitment process, we need a job profile to match candidates against.
To do skill & competency assessments.
For performance management, we require the profile to show the required outputs or deliverables of the position and a mechanism to measure the actual performance.
For remuneration we need a profile to base job grading on
Views are available to quickly view the team that supports the job.
The direct supervisor
Use the business process / functional analysis to develop job tasks.
Add very specific instructions, with diagrams & images to clearly define who must do what & when
Performance measurements (KPI's) may be generated automatically from the job's tasks. The measurements may then be refined to adequately compile a set of measurable items.
The skills, attributes and other requirements may be defined.
The definitions may later on be used as part of job advertisements and structured interview sheets