2 “If what you call sabotage, I call competition, What you call conniving deception, I call savvy ambition, What you call abuse and harassment, I call shrewd gamesmanship. What you call record-keeping, I call “Hoover files.” And, that ‟ s the workplace. It ‟ s brutal. It ain ‟ tfor sissies. Just play the game”. (Theresa Daniel – Prof Leon van Vuuren)

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6 Job Profiling Definition: A job profile is an evaluation of a specific occupation, and it summarises the key outputs that are essential to the overall job performance. Therefore, the job profile entails specific details concerning the responsibilities, qualifications, competencies and reporting lines.

7 Objective of a Job Profile Job evaluation Organisation review Recruitment Job procedures and performance standards Performance and progress reviews Development of training programmes, career pathing and manpower planning Development of specific plans for individual induction training

8 Job Profile Layout JOB INFORMATION This section of the report provides fundamental information regarding the job in terms of where it is positioned in the organisation such as location and reporting structure. KEY OBJECTIVES & PERFORMANCE REQUIREMENTS This section stipulates the Key Performance Areas or Objectives of the job as well as the Key Performance Indicators. SUMMARY OF JOB REQUIREMENTS This section provides a summary of the background requirements of the job in terms of skills, knowledge, formal qualifications, professional membership and experience required.

9 Job Profile Layout IMPACT OF RESPONSIBILITY The impact of responsibility focuses on the nature and impact of decision making and responsibility of resources. WORK CONTEXT AND ENVIRONMENT This section describes the physical work context and environment in which duties are carried out. Competency Profile The Competency Profile describes the outcome required for minimum competence at entry to practice and provides the foundation for development

10 Job Profile Recruitment & Selection Performance Management Training & Development Succession Management Job Grading & Remuneration

11 Ethics Why do Ethics matter? –Ethics have a direct impact on you and your organisation’s reputation; –Ethics have a impact on the employee’s confidence; –Ethics have a direct impact on the sustainability of the relationship; –Ethics have a impact on unlocking employee potential. Job Profiling should be done with the following values: Fairness; Accountability; Responsibility; Transparency.

Frank de Beer