job profiling during od/hrd process · 1/04/2013 · job profiling during od/hrd process prepared...

Job Profiling during OD/HRD process

Prepared by

Group Members 1. Adeel A. Siddiqui 11262 2. Moiz Hassan 11891 3. Umair K. Paracha 11979 4. Zeeshan Ahmed Memon 12045

Submitted to Prof Dr Nasreen Hussian

Date: December 8, 2010

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Contents

I. Letter of Transmittal ……………………………………. ii. II. Executive Summary …………………….……………… iii. 1. Introduction …………………………….…………………… 1. 2. Methodology ……………………………….………………… 2.

2.1. Strategy ....………………..…………………………. 2. 2.2. Population Sampling ……………………………………………… 3. 2.3. Research Instruments ……………………………………………… 3.

2.3.1. Personality Type Profiling Test (PTP) ……………………………. 4. 2.3.2. Job Analysis Questionnaire (JAQ) ……………………………. 4. 2.3.3. Job Description Form (JD) ……………………………. 5.

3. Discussion …………………….…………………………… 5. 4. Conclusion …………………….…………………………… 5. 5. Recommendations …………………….……………………. 6. 6. Appendix A (Sample Questionnaires & Form) ……..………… 7.

6.1. Personality Type Profiling ………………………………………….. 7. 6.2. Job Analysis Questionnaire ………………………………….. 12. 6.3. Job Description …………………………………………………. 15.

7. Appendix B (Hierarchal Chart) ……..……………………… 24. 8. Appendix C (Descriptive Statistics) ……………………… 25.

8.1. Personality Type Profiling Test Results ………………………….. 25. 8.2. Overall Organizational Personality Analysis ………………….. 26. 8.3. Distribution of Responsibilities Graphical analysis ………….. 27.

9. References …………………….…………………………… 28.

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I. Letter of Transmittal

December 3rd

, 2010

Prof Dr. Nasreen Hussain

Head, Department of Education IoBM Plot no.84 Korangi Creek Karachi Pakistan Dear Dr. Nasreen Hussain

This report is written to discuss the outcomes of Job Profiling conducted for Media Communication Company Limited (Hypothetical Company), during Organization Development/Human Resource Development Project. This project is conducted to expend Organizations and flatten the Hierarchal Chart. Job Profiling Research helps in eliminating Overlaps and filling Gaps between Responsibilities, by restating Job Description.

Sincerely

Adeel A. Siddiqui Moiz Hassan Umair Paracha Zeeshan

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II. Executive Summary This Research was conducted to correct the distribution of the responsibilities and evaluate the need of Jobs. This research included entire organization management staff, as samples. The instrument used to gather data includes Personality Type Profile test, Job Analysis questionnaire and a Job description form. JAQ and PTP were filled by the employee for themselves. JAQ helped the HR team to evaluate what the Employee knows about his responsibilities. On the other hand PTP test helped HR team to evaluate the personality of the employee. The outcomes of these questionnaires were then discussed with their respective supervisors to finalize Job Description. JDs were then agreed by the Job Holders, Immediate Supervisors and Next Supervisors. Whereas, after assigning responsibilities to the existing employees, few gaps were identified, for which new positions will be announced.

Job Profiling Research during OD/HRD process

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1. Introduction Job Profiling Research is a part of Organization Development/Human Resource Development, which is a process of expansion management, carefully planned and executed to ameliorate the organization, its employees and its stakeholders, in terms of increase in productivity, which ultimately results in increased economic value. Job Profiling Research is conducted during the Team Building Stage of OD/HRD. It is a process of gathering information about the Job, analysing it and communicating expectations of the organization from the Job. This process also helps to evaluate the need of human resource, to meet Organizational Objective. The Primary objective of this research is to figure out the Gaps and overlaps between responsibilities. Gaps are filled with new positions whereas; overlaps are removed by correcting responsibility distribution. The research was conducted on individual positions separately. It mainly focused on evaluating three major areas of a Job.

Job Profiling Research process can be divided into two phases.

1. Existing Job Analysis and Restatements 2. Generating New Positions

Input

•Knowledge•Practical Skill•Compitencies•Personality Type (Intallectual, Interactive, Desicion Making & Personal Management Skill)

Process•Objectives, Goals and Functions•Performance Potential and Problem Solving•Key Result Areas (KRA)

Output•Objective Complience•Key Performance Indicators (KPI)


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After the completion of the prior stage of Organization Structuring, the company is flattened to three managerial stages as shown in the Hierarchal Chart in Appendix B. Fourteen managerial position can cover entire spectrum of responsibilities to meet organizational objectives. Job profiling may align and correct the distribution of responsibilities.

2. Methodology The Responsibility Spectrum of the company is divided into three areas with 12% cross – functional responsibilities.

1. Operations & Projects 2. Finance 3. Sales & Marketing

Job Profiling didn’t eliminate cross – functionalities. Whereas, the outcomes of Job profiling in the form of Job Description were agreed by the Job Holder, Immediate Supervisor and Next supervisor as well. The supervisors analyzed every cross function themselves, to prevent from responsibility Overlaps.

2.1. Strategy Job Profiling Research was conducted down the hierarchy, from the top level management to the line management, which directly helped in identifying the Gaps and Overlaps in the responsibilities. Cross – Functionalities are not overlaps, they are merely coordinating tasks between differentiated Responsibility Areas. It was conducted into two stages. In the first stage Personality type of every managerial staff was determined, which was compared with the requirement of the position he holds. Minor differences in personality types will be eliminated after the trainings

Operations & Projects 33%

Cross-Function 5%Finance 22%

Cross-Function 7%

Sales & Marketing 33%


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recommended by Training Need Analysis (TNA) Team. In the second stage Job details were gathered. The entire process of Job Profiling Research for existing jobs was divided into three steps.

This three steps process gave an outcome in the form of revised Job descriptions for existing positions. This also helped the supervisors to figure out the gaps in the responsibility distribution in their team. Whereas, HR team with the respective supervisors evaluated those Gaps and stated Job Descriptions for new positions. These Job Descriptions were approved by the respective supervisors and authorities.

2.2. Population and Sample Job Profiling Research is focusing on correcting distribution of responsibilities in the organization internally, therefore, the Population for this research was the entire organization, whereas, every employee of the management category in the company was the research sample, including those employees who were involved in conducting this research.

2.3. Research Instruments The two types of instruments to conduct this research were structured Personality Type Profiling Tests and Job Analysis Questionnaire, which were designed in collaboration


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with Capital HR Consultants Limited. Whereas the Outcomes of the research were incorporated in the Job Description forms.

2.3.1. Personality Type Profiling Test (PTP) The Personality Type Profiling (PTP) test was designed on Myers Briggs Type Indicators (MBTI) keeping MBTI questionnaire design and assessment methods in consideration, which is a complete Psychometric assessment system of measuring the rational and irrational attributes of making preferences in building perception and making decision. The questionnaire helped to evaluate and compare the dominances in following indicators of characteristics, in the subject’s personality, into dichotomy pattern.

1. Introvert (I) vs. Extravert (E) “measures Attitude and behavior” 2. Intuitive (N) vs. Sensate (S) “measures dominant Functions working in conjunction

with attitude” 3. Thinking (T) vs. Feeling (F) “measures dominant Functions working in conjunction

with attitude” 4. Judgmental (J) vs. Perceptive (P) “measures preferred behavior to Lifestyle”

A sample of PTP Test is attached in Appendix A.

2.3.2. Job Analysis Questionnaire (JAQ) The purpose of this questionnaire was to gather information about the present distribution of responsibilities. Job Analysis Questionnaire (JAQ) was designed to be filled with relevant information about the present job at the certain unit of the company. Every employee filled it for themselves with their actual work details. They were instructed not to fill it with what they think they should do. They were asked to consult and get their questionnaire reviewed by their immediate supervisors, as well. The structure of the questionnaire consists of two sections. First section is the task based responsibility information, as comprehended by the employee to be covered in an average work shift. The areas covered in this questionnaire are as follows.

1. Tasks as seen by the employee 2. % time of an average shift he invests 3. Frequency of reoccurrences 4. Importance of the Task 5. Blank Space to be filled by HR team after discussing it with supervisor

Second section is pure Job Requirements as understood by the employee. This section focuses mainly constitutes following areas.

1. Know – How Requirements 2. Problem Solving 3. Accountability 4. Main Job Requirements 5. Suggestions from the employee

A sample of JAQ is attached in Appendix A.


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2.3.3. Job Description Form (JD) Job Description is a standardized organization document, which contain information about a job position. The design of the Job Description is very comprehensive. It is headed by position details and footed by Job Description Agreement, with ten different areas covering Job Details.

1. Job Purpose 2. Dimensions 3. Key Results Areas 4. Organization Chart 5. Background Information and Main Activities 6. Decision Making Authority and Control 7. Assignment and Planning of work 8. Work Relationship 9. Problem/Key features 10. Job Qualification

3. Discussion The outcomes of Personality Type Profiling tests were a little deviated from the required type by lagging 18.08 points. The overall organization’s personality required to lie in the ESTJ Supervisor category, whereas the actual personality type of the organization lies in ESFP category. Organizations behavior towards demonstrating preferences is perceptive, whereas the expansion need is judgmental. Six individuals were identified and recommended for personality training, whereas Manager HR/Admin demonstrated a much diverse and stronger personality. The results have been forwarded to TNA team, with recommendations, for further analysis and suggestions. See Appendix C for the detailed outcomes of PTP test. Job Analysis Questionnaires (JAQ) identified single gap and multiple overlap in the organization responsibility spectrum. These overlaps were analyzed with the supervisors and JDs were restated. After discussions, these JDs were mutually agreed by the Job Holder, Immediate Supervisor and next Supervisor. A new position for a Market Research Analyst is required to be generated.

4. Conclusion Before finalizing the research the outcomes were discussed with the Chief Executive Officer. The research results and their analysis by standardized methods candidly display need for trainings. Company’s overall personality profiling has been very good and to grow further, now it needs a little more improvement. Job Descriptions restatement have been completed and delivered to the employees. They comprehended the expectations of the company from them. Due to the flattening of the Hierarchy and proper distribution of responsibilities, overlaps were removed, cross – functions were preserved (See Appendix B – Hierarchal Chart) and a new position was identified.


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5. Recommendations Restructuring the company has incorporate major changes in the authority line and responsibilities, which are focused towards exponential growth of the company. To ensure seamless development, the company needs to accelerate following procedures.

1. Expedite Trainings Need Analysis program 2. Immediate arrangement on TNA suggestions 3. Immediate implementation on Revised JDs 4. Hiring for the new position Generated


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6. Appendix A 6.1. Personality Type Profile

Name: _________________________________ Department: _________________

Designation: ____________________________ Employee ID: _________________

PART I – INSTRUCTIONS

Read each question carefully. Indicate your answer by putting an "X" in the box in the correct column. Be sure and match the "letter" answer with the appropriate "letter" column (clearly marked boxes against each question).

A B C D E F G H

1. When you go somewhere for the day, would you rather: G. Plan what you will do and when

H. Just go

2. If you were a teacher, would you rather teach:

C. Fact Courses

D. Courses involving theory

3. Are you usually:

A. A "good mixer" or sociable person

B. Rather quiet and reserved person

4. When you make decisions, do you more often let:

F. Your heart rule your head

E. Your head rule your heart

5. In doing something that many other people do, does it appeal to you more to:

D. do it in a new way invented by you.

C. do it in the accepted way by the others.

6. Among your friends, are you:

A. Full of news about everybody

B. One of the last to hear what is going on

7. Does the idea of making a list of what you should get done over a weekend:

G. appeals to you

H. leave you cold

8. When you have a special job to do, do you like to:

G. Organize it carefully before you start


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H. Find out what is necessary as you go along

9. Do you tend to have:

A. Broad friendships with many different people B. Deep friendships with a very few people

10 Do you admire more the people who are:

C. conventional enough never to make themselves noticeable

D. Too original an individual to care whether they are noticeable or not

11 Do you prefer to:

G. Arrange picnics, meets, gatherings, etc., well in advance H. Be free to do whatever looks like fun when the time

comes

12 Do you usually get along better with: C. Realistic people

D. Imaginative people

13 When you are with a group of people, would you usually rather: A. Join in the discussion of the group

B. Talk with one person at a time

14 It is the higher compliment for you to be called:

F. A person of real feeling

E. A person who is always reasonable

15 In reading for pleasure, do you:

D. C.

Like writers to say exactly what they mean Enjoy odd, or original ways of saying things

16 Do you:

A. Talk easily to almost anyone for as long as you have to B. Find a lot to say only to certain people or under certain

conditions

17 Does following a schedule:

G. Appeal to you

H. Restrict you

18 When it is settled well in advance that you will do a certain thing

at a certain time, do you find it:


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G. Nice to be able to plan accordingly

H. A little unpleasant to be tied down

19 Are you more successful:

G. At following a carefully worked out plan H. At dealing with the unexpected and seeing quickly what

should be done

20 Would you rather be considered:

C. A practical person

D. An inventive or imaginative person

21 In a large group, do you more often:

A. Introduce others

B. Get introduced

22 Do you usually:

F. Value sentiment more than logic

E. Value logic more than sentiment

23 Would you rather have as a friend:

D. Someone who is always coming up with new ideas C. Someone who is more reliant on facts

24 Can the new people you meet tell what you are interested in: A. Right away

B. Only after they really get to know you

25 In your daily work, do you:

G. Usually plan your work so you won't need to work under

pressure H. Rather enjoy an emergency that makes you work against

time

26 Do you usually:

A. Show your feelings freely

B. Keep your feelings to yourself

PART II – INSTRUCTIONS

Mark one of the two options for each question as to which word in each pair appeals to you more? Think what the words mean, not how they sound.

A B C D E F G H

27 G. Scheduled


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H. Unplanned

28 C. Facts D. Ideas

29 B. Quiet A. Hearty

30 E. Convincing F. Touching

31 D. Imaginative C. Matter-of-fact

32 E. Benefits F. Blessings

33 F. Peacemaker E. Judge

34 G. Systematic H. Spontaneous

35 C. Statement D. Concept

36 B. Reserved

A. Talkative

37 E. Analyze

F. Sympathize

38 D. Create E. Make

39 E. Determined F. Devoted

40 F. Gentle E. Firm


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41 G. Systematic H. Casual

42 C. Certainty D. Theory


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6.2. Job Analysis Questionnaire

Instructions: The reason of this questionnaire is to gain relevant information about your current job at certain organizational unit in the company. Please do it as precisely, as you can reflect your genuine work and not how you imagine it should be done. Please have the completed JAQ reviewed by your reporting head before sending it to HRD.

Job Holder Name: __________________ Designation: ___________ Location: ___________

Reporting to: ______________________ Designation: ___________ Location: ___________

Basic Function or Purpose: ____________________________________________________

List down 7 most significant tasks you perform (please be exact)

Please Check √ Please leave the

Below space blank.

% of Time Frequency Importance

1

Daily Weekly Monthly Annually Occasionally

Low Medium High


Low Medium High

2


Low Medium High


Low Medium High

3


Low Medium High


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Low Medium High

4


Low Medium High


Low Medium High

5


Low Medium High


Low Medium High

6


Low Medium High


Low Medium High

7


Low Medium High


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Low Medium High

Note: If you have more than 7 tasks list them below or use the space at the back.

KNOW HOW REQUIREMENTS: (Describe Briefly)

1.Technical:

2.Managerial:

3.Human Relation Skills:

PROBLEM-SOLVING (Describe Briefly)

4.Thinking Challenge (complexity of Problem):

5.Thinking Environment ( Creativity Required )

ACCOUNTIBILITY

6.Freedom to Act ( Authority Limits )

7.Magnitude ( Size/Area of Business clearly affected)

8.Impact ( Direct, Indirect, Contributory to Business) What other tasks do you think you should be doing but you are not doing at present?

JOB REQUIREMENTS:

9.Education:

10.Certiciation(s):

11.Specialized Areas of Study / Majors:

12.Special Training(s):

What tasks do you do at present but you think should be done by other people?

What suggestions do you have to improve the overall organizational set up in Media Communications Company?

Job Holder (Date & Signature): Reviewed by (Date & Signature):


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6.3. Job Description

MEDIA COMMUNICATIONS COMPANY

JOB DESCRIPTION FORM

1. JOB PURPOSE (Summarize in one statement why this job exists and the role it plays for the overall Business of the Company.)

2. DIMENSIONS (List the data which shows the scope and scale of activities with which this job is concerned.)

Management Non-Management

Subordinate Staff - Direct :

- Total :

Total Department Budget Revex :

Capex :

Any Other Relevant Statistics

Job Title:

Work Location:

Reports to:

(Job Title Only)

Name :

(Job Holder)

Department :


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3. KEY RESULTS AREAS

(Describe the major end results,(not the duties or activities) and their impact on Company

Operations / business the job is expected to achieve.)

1.


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4. ORGANIZATION CHART

(Immediate Superior job)

(Job under Description) (Peers of job Holder)

(Direct Subordinates of Job Holder) (Their functions)


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5. BACKGROUND INFORMATION AND MAIN ACTIVITIES

(Explain the role of job Holder's Department in the Company, the job's role within the Department and what main areas the job covers.)


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6. DECISION MAKING AUTHORITY AND CONTROLS

(Describe the type of decisions made alone, those on which the superior or others must be consulted, those referred to a higher level, and job procedures to be followed.)

a) Own Decisions:

b) Must consult superior or others before deciding:

c) Must obtain approval

of superior before taking action:


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7. ASSIGNMENT AND PLANNING OF WORK

(Describe who generates the work in job Holder's Department, to what extent is it the incumbent himself, his superior or other people?)


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8. WORK RELATIONSHIPS

(Describe the function and nature of the main internal and external contacts, other than with the

Job Holder's immediate Superior and Subordinates, which are necessary to perform the job.)

The main internal contacts are with:

The main external contacts are with:


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9. PROBLEM / KEY FEATURES

(Describe the most difficult and complex parts as well as the main challenges of the Job and other significant features not covered elsewhere.)


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10. Job Qualification

(Describe the minimum qualification requirement for the job at the acceptance performance level.)

Knowledge (Education) :

Experience :

Skills / Competencies :

Job Description Agreed by: 1. Job Holder Name Designation Signature Date 2. Immediate Superior 3. Next Superior


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7. Appendix B – Hierarchal Chart

Line Management

(Level M1)

Middle Order Management

(Level M2)

Top Management

(Level M3)

Chairperson/CEO

COO

Manager Media Prodution (Advertising)

Manager Media Production

(Print, Graphics & Animation)

Manager Prucurement/Media

Purchase

Manager HR/Admin

CFO

Manager Costing & Finance

Manager Audit

CMO

Manager Marketing

Manager Sales

CR Manager

Market Research Analyst (VACANT)

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8. Appendix C – Descriptive Statistics

8.1. Personality Type Profiling Test Results

S. No. Positions

Extravert (%) Introvert (%) Intuition (%) Sensate (%) Thinking (%) Feeling (%) Judgmental (%) Perceptive (%) Personality Type

Actual Required Actual Required Actual Required Actual Required Actual Required Actual Required Actual Required Actual Required Actual Required

1 Chairman/CEO 83.00 94.00 17.00 6.00 43.00 23.00 57.00 77.00 84.00 75.00 16.00 25.00 35.00 49.00 65.00 51.00 ESTP Promoter

ESTP Promoter

2 COO 77.00 85.00 23.00 15.00 23.00 95.00 77.00 5.00 66.00 65.00 34.00 35.00 17.00 88.00 83.00 12.00 ESTP Promoter

ENTJ Field marshal

3 CFO 75.00 85.00 25.00 15.00 17.00 25.00 83.00 75.00 66.00 65.00 34.00 35.00 33.00 49.00 67.00 51.00 ESTP Promoter

ESTP Promoter

4 CMO 67.00 95.00 33.00 5.00 66.00 85.00 34.00 15.00 67.00 75.00 33.00 25.00 15.00 75.00 85.00 25.00 ENTP Inventor

ENTJ Field marshal

5 Manager Media Production (Advertising) 45.00 33.00 55.00 67.00 15.00 15.00 85.00 85.00 33.00 55.00 67.00 45.00 25.00 25.00 75.00 75.00 ISFP

Composer ISTP Craftsman

6 Manager Media Production (Print, Graphics & Animation)

45.00 33.00 55.00 67.00 15.00 15.00 85.00 85.00 67.00 45.00 33.00 55.00 25.00 25.00 75.00 75.00 ISTP Craftsman

ISTP Craftsman

7 Manager Procurement/ Media Purchase 56.00 65.00 44.00 35.00 33.00 25.00 67.00 75.00 25.00 25.00 75.00 75.00 85.00 80.00 15.00 20.00 ESFJ

Provider ESFJ Provider

8 Manager HR/Admin 55.00 45.00 45.00 55.00 75.00 66.00 25.00 34.00 25.00 34.00 75.00 66.00 75.00 70.00 25.00 30.00 ENFJ Teacher

INFJ Counselor

9 Manager Costing & Finance 75.00 55.00 25.00 45.00 27.00 27.00 73.00 73.00 37.00 34.00 63.00 66.00 47.00 33.00 53.00 67.00 ESFP

Performer ESFP Performer

10 Manager Audit 17.00 22.00 83.00 78.00 33.00 33.00 67.00 67.00 55.00 75.00 45.00 25.00 21.00 55.00 79.00 45.00 ISTP Craftsman

ISTJ Inspector

11 Manager Marketing 17.00 23.00 83.00 77.00 95.00 75.00 5.00 25.00 33.00 55.00 67.00 45.00 33.00 55.00 67.00 45.00 INFP Healer

INTJ Mastermind

12 Manager Sales 56.00 66.00 44.00 34.00 66.00 75.00 34.00 25.00 33.00 25.00 67.00 75.00 33.00 25.00 67.00 75.00 ENFP Champion

ENFP Champion

13 CR Manager 33.00 22.00 67.00 78.00 88.00 88.00 12.00 12.00 33.00 25.00 67.00 75.00 25.00 75.00 75.00 25.00 INFP Healer

INFJ Counselor

Overall Organization 53.92 55.62 46.08 44.38 45.85 49.77 54.15 50.23 48.00 50.23 52.00 49.77 36.08 54.15 63.92 45.85 ESFP

Performer ESTJ Supervisor

Red = Weeker Black = Strong Green = Stronger

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8.2. Overall Organization Personality Analysis

As the market positioning and company’s overall image improved during a couple of years, which led the company to expend, the overall organization personality was required to lie in ESTJ Supervisor category. Whereas the evaluated personality is ESFP Performer catagory. Overall laggign is 18.08 points (+1.70, -3.92, +2.23 & 18.07). The comparetive analysis of the organizational preferences are as under.

Remarks

Major difference is in the Demonstrating Function (Lifestyle). Judgmental function was required to be dominant, but overall organization demonstrated perceptive function. The between the two preferences is 18.07%. For this reason, Individual Analysis has been forwarded to TNA team, with six individuals recommended to for training.

53.92

55.62

46.08

44.38

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Extravert

Introvert

45.85

49.77

54.15

50.23

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Intuition

Sensate

48

50.23

52

49.77

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Thinking

Feeling

36.08

54.15

63.92

45.85

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Judgemental

Perceptive

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8.3. Distribution of Responsibilities Graphical analysis

Current Distribution of Responsibilities

Figure 1 – Current Distribution of Responsibilities

Previous Distribution of Responsibilities

Figure 2 - Previous Distribution of Responsibilities


Cross-Function 5%Finance 22%

Cross-Function 7%



Finance 21%

Sales & Marketing

30%

GAP 6%

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9. References and Citations Website(s)

• http://www.meirglobal.com/job-profiling-process/ • http://www.leadershipsolutions.co.nz/services_growing.cfm • http://www.wischik.com/damon/Texts/myersbriggs.html • http://en.wikipedia.org/wiki/

Book(s)

• Human Resource Management A Contemporary Approach 4th edition by IAN BEARDWELL, LEN HOLDEN and TIM CLAYDON

• Essentials of Myers-Briggs Type Indicator Assessment 2nd

edition by Naomi L. Quenk

10/4/2012

1

Job Profiling during OD/HRD process

Media Communications Company Limited

Organization Development/Human Resource Development

Job Profiling

Organization Restructuring

Team Building

Concept of Job

ObjectivesStrategy Plan

OrganizationMission Purpose

JobEconomic Value

Organizational StructureHierarchal Chart

Strategy Plan

Purpose of a Job

• Why the job exists?

• What are the major contributions of the job to

the overall business of the Company?

• What will happen (to the Company) if the job is

abolished?

Purpose of Job Profiling Research• Correcting Distribution of Responsibility

Filling GAPs

Eliminating Overlaps

Identifying Cross Functions

Major Areas of a Job

Input

•Knowledge

•Practical Skill• Compitencies

•Personality Type (Intallectual, Interactive, Desicion Making & Personal Management Skill)

Process

•Objectives, Goals and Functions•Performance Potential and Problem Solving•Key Result Areas (KRA)

Output

•Objective Complience

•Key Performance Indicators (KPI)

10/4/2012

2

Phases of Job Profiling Research

E i ti NExisting Positions

New Positions

Hierarchal Chart

Chairperson/CEO

COO

Manager Media

Production (Advertising)

Manager Media

Production (Print, Grap

hics & Animation)

Manager Procure‐

ment/Media Purchase

Manager HR/Admin

CFO

Manager Costing & Finance

Manager Audit

CMO

Manager Marketing

Manager Sales

CR Manager

Market Research Analyst (VACANT)

Previous Distribution of Responsibilities.


Finance 21%

Sales & Marketing

30%

GAP 6%

Methodology

Strategy

Down The HierarchyDown The Hierarchy

Personality Assessment

Comparing With Job Requirement

Job Profiling Research For Existing Jobs Outcomes

Existing Job Positions

•Revised Job

New Job Positions

•Evaluating Gaps•Revised Job Descriptions

• Identify Gaps In Responsibility Distribution

•Evaluating Gaps and Stating New Job Positions

10/4/2012

3

Population and Sample

• Entire OrganizationPopulation:

• Every Employee Of Managerial Level

• Employees Conducting ResearchSample:

Research Instruments

JobStructured Personality Type Tests

Job Analysis Questioners

Job Description

forms (Outcomes)

Personality Type Profiling TestsPsychometric Assessment Test

Rational & Irrational Attributes Of Making Preferences

Evaluate and Develop Preferences through characteristics as:

• Introvert vs. Extravert “measures Attitude and behavior”

• Intuitive vs. Sensate “measures dominant Functions working in conjunction with attitude”

• Thinking vs. Feeling “measures dominant Functions working in conjunction with attitude”

• Judgmental vs. Perceptive “measures preferred behavior to Lifestyle”

Data Through PTP

Analysis Of Data

53.92

55.62

46.08

44.38

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Extravert

Introvert

45.85

49.77

54.15

50.23

Actual

Required

Intuition

Sensate

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

48

50.23

52

49.77

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Thinking

Feeling

36.08

54.15

63.92

45.85

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Actual

Required

Judgemental

Perceptive

Job Analysis Questioners

Focuses On Present Job

Actual Work DetailsActual Work Details

Consists of two parts:• Task Based Responsibility Information

• Job Requirements As Understood By Employee

10/4/2012

4

Responsibility Spectrum


Cross‐Function 5%

Finance 22%

Cross‐Function 7%


Job Description FormStandardized Document

Information about Job Position

It consists of following parts:• Job PurposeJob Purpose• Dimensions

• Key Results Areas• Organization Chart• Background Information and Main Activities• Decision Making Authority and Control• Assignment and Planning of work• Work Relationship• Problem/Key features• Job Qualification

Outcomes Of Research

PTP Tests:• Organization Behavior Towards Demonstrating

JAQs:

• New Position Needed• Gap Occurredg

Preferences is Perceptual• Expansion Need Is Judgmental

• Employees Recommended For Training

Gap Occurred• Overlapping Exists

Conclusion

Recommendations

Company Needs To Accelerate Following Procedures:E di T i i N d A l i• Expedite Trainings Need Analysis program

• Immediate arrangement on TNA suggestions• Immediate implementation on Revised JDs• Hiring for the new position Generated

job profiling during od/hrd process · 1/04/2013 · job profiling during od/hrd process prepared...

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