Converting Job Descriptions to Role Descriptions Easily to Maximise Performance

Dr Tim Baker

tim@winnersatwork.com.au

www.winnersatwork.com.au

Understand the value &

importance of the non-

job roles employees'

play

Learn the process for

converting job

descriptions to role

descriptions

Develop KPIs for the

increasingly important

roles employees play in

the workplace

Performance Management Framework

Vision

Mission

Core Values

Role descriptions

Key Result Areas

Key Performance Indicators

Targets

(Baker T. The End of the Job Description)

The evolution of the job description

HRM practices

Roles people play

in organisations

are more important

than the jobs they

do...

The Work People Do

Job Role Non-job Roles

Technical skills

Team role

Skill development role

Innovation &

Continuous

Improvement role

SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance

Positive Mental

Attitude &

Enthusiasm

10 Most Valued Job Attributes

1. Enthusiasm/positive mental attitude

2. Good communication skills

3. Self-motivation/initiative

4. Honesty

5. Liking people

6. Persistence

7. Ability to work in a team

8. Good organizational skills/ability to work under pressure

9. Willingness to learn

10. Dependency/dedication

(Warner, 2012)

Job description v Role description

A job description usually define a set of specific tasks and responsibilities that are performed by a particular job-holder.

A role description define the job role (technical tasks) and non-job roles that employees are expected to perform at work

Positive Mental Attitude & Enthusiasm Role

Solution-focus

The orientation of looking for solutions to problems rather than focusing on the problem.

Autonomy

The degree to which employees are able to work without close supervision.

Positive Energy

The degree to which the employee demonstrates a positive and cooperative approach towards their work and colleagues.

Team Role

Leadership

The ability to influence others within the team & organization in a positive way.

Accountability

The degree to which employees accept responsibility for their own work and the work of others they work with.

Self-development

Developing oneself is associated with the commitment to help in carrying out employment duties now and in the future.

Technical development

Involves individuals planning and making decisions about education, training, and career choices as well as developing the right skills and knowledge to do so.

Skill Development Role

Innovation and Continuous Improvement Role

Problem solving and critical thinking

Continuously seeking to identify, define, critically analyze, and resolve work problems through researching and testing alternative ideas and approaches.

Customer responsiveness

Involves the ability to identify, understand, build relationships with, and adapt to the requirements of external and internal customers in an appropriate manner.

Innovation &

Continuous

Improvement

opportunities

(The end of the job description)

Ways to Formulate

Role Descriptions

Dynamic duo method

Team method

Supervisor–incumbent method

Single-employee method

Lunch & Learn Series

Mod 1 – The Ingredients of Effective Feedback

Mod 2 – Enhancing Your Personal Influence

Mod 3 – Optimising Team Performance

Mod 4 – Getting the Very Best from People

Mod 5 – Understanding People and their Personalities

Mod 6 – Facilitating Effective Meetings

Find out more: http://www.winnersatwork.com.au/lunch-n-learn/

20% discount by the COB today

• "From one of today's most influential HR experts, The End of the Job Description introduces a revolutionary new approach to work roles. As if that weren't enough, Tim Baker also provides you with the performance indicators and measurements you'll need to establish this re-invention of work within your organization!"-Marshall Goldsmith, author of the New York Timesand Wallstreet Journal #1 Best Seller Triggers

www.winnersatwork.com.au