recruitment selection
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recruitment selection & assessment performance management development reward litigation support hr strategy www.shlgroup.com The Work Profiling System The Work Profiling System (and a little bit about Job Analysis!) (and a little bit about Job Analysis!) Ralph Monley State Manager WA SHL Australia
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Transcript of recruitment selection
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The Work Profiling SystemThe Work Profiling System(and a little bit about Job Analysis!)(and a little bit about Job Analysis!)
Ralph MonleyState Manager WA
SHL Australia
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SHL InternationalSHL InternationalAustralia, Belgium,Canada, Denmark,Finland, France,Germany, Greece,Hong Kong, Hungary,Indonesia, India,Ireland, Italy,Japan, Korea,Mexico, Netherlands,New Zealand,
Norway,Poland, Portugal,Singapore, South
Africa,Spain, Sweden,Switzerland, Turkey,UK & USA
950c people, operating in over40 Countries and 20 Languages
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AgendaAgenda
Competencies – the building blocks Job Analysis The Work Profiling System Other useful methods
– Critical Incident Interviewing– Repertory Grid Analysis– Visionary Interviewing
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Competencies:Competencies:A DefinitionA Definition
A competency may be defined as a group of related
knowledge, skills and attitudes which impact on job performance
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What are Competencies?What are Competencies?
Areas of competenceOUTPUTS
The WhatThe What -job outcomes andgoals
Underlying competenciesINPUTS
The HowThe How - the clusters of behaviours an individual needs to bring to bear to achieve the above.
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Practical framework for designing Practical framework for designing competenciescompetencies
INPUTS = “HOW”“Raw Ingredients”
Interpersonal sensitivity Persuasiveness Assertiveness Planning Attention to detail Self-motivation and drive Resilience Analytical thinking Problem solving and
creativity
OUTPUTS = “WHAT”“End Results”
Effective team management
Effective project management
Effective client management
Effective business management
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Job AnalysisJob Analysis
A systematic procedure for obtaining detailed and objective information about a target job that will be performed or is currently
being performed.
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JOB ANALYSIS
EFFECTIVE JOB PERFORMANCE
Key Job Competencies & Job Context
(Job Description & Person Specification)Recruitment
& SelectionTraining Appraisal Developme
nt Planning
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Methods of Job AnalysisMethods of Job AnalysisOBSERVATION - Unstructured observation
- Structured observation- Video based observation
INTERVIEWING - Group or individual- Structured or unstructured- Job holders or managers
PERFORMING - Train for the job- Do the job
SELF-REPORT - Diary
EXISTING INFORMATION - Job description- Training manuals- Other documentation
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WPS- A structured questionnaire for breadth
Critical Incidents- Open-ended interviews for critical events
Repertory Grids- Semi-structured interviews for manager perspectives
Strategic Job Analysis (Visionaries)
The SHL Approach to Job The SHL Approach to Job AnalysisAnalysis
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The Work Profiling System The Work Profiling System (WPS)(WPS)
The WPS is a computerised system which provides an efficient way of
capturing information about jobs and then applying it to a variety of HR challenges
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Goal of the WPSGoal of the WPS
To Profile Jobs By:
TASKS ATTRIBUTES
All work relevant tasks
(task oriented)
All work relevant
attributes
(person oriented)
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What does the WPS do?What does the WPS do?
It is an integrated job analysis system. The WPS enables automatic production of
job descriptions and person specifications. The WPS also assists in person-job
matching, performance management and job evaluation.
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How does it work?How does it work?Information collection using PC or questionnaires
Processing using WPS software
Output using WPS software
Application
Key Job Tasks
Core Human Attributes Required by the Job
Competencies
Job descriptions
Relevant selection methods
Person specifications
Individual development planner
Performance review form
Job evaluation method
Selection
Training & development
Job evaluation
Key Responsibilities
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Components of the WPSComponents of the WPS
Step 1: Planning a WPS AnalysisWho can complete the WPS?
Step 2: Briefing Step 3: WPS Completion
Card sort
Job content
Job context Step 4: Validation Interview
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1. Card Sort1. Card Sort
Focuses on key job activities Identifies the 8 to 10 job activities
necessary to achieve the job objectives Efficient process - saves time! Structured - can be applied to any position
within the 3 identified areas
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2. Job Content2. Job Content
Identify time spent and importance ratings for relevant tasks
Non-relevant tasks are not rated Time spent does not need to add up to
100% Rank order key activities
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3. Job Context3. Job Context
All questions answered Identifies minimum requirements Focus on the job requirements, not
respondent’s own background
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4. Validation Interview4. Validation Interview To verify the accuracy of the data by:
Identifying deliberate exaggerationIdentifying misinterpretation
To check for any clerical errors To collect additional information:
Examples of job activitiesInformation about item interpretationInformation about areas not fully covered
To give thanks for co-operation
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WPS Validation Interview WPS Validation Interview StepsSteps
Describe purpose:– To understand how questionnaire was completed– To collect information
Ask how respondent felt about completing the WPS
Review job activities
Probe 5 items in part I, and 5 items in part II, for:– Examples– Confirmation of ratings– Additional evidence
Change inaccurate ratings
Correct clerical errors
Thank respondents for their co-operation
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WPS FeaturesWPS Features It profiles jobs by tasks, attributes and context
factors Allows for multiple perspectives (including job
holder) when profiling a job It is a standardised method which:
– Uses structured questionnaires– Measures all jobs economy-wide– Uses precisely defined, measurable attributes– Bases attribute requirements on job content
Produces a WIDE range of computer generated reports
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Benefits to OrganisationBenefits to Organisation
Job descriptions AND competencies can be identified
WPS incorporates a wide array of applications - can be widely applied across the organisation
Structured process - outputs are extensive and flexible
Valid and reliable process - rigorous and legally defensible
Extremely cost effective
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The Repertory Grid TechniqueThe Repertory Grid Technique
A structured interview method toidentify characteristics which
managers recognise as a key toeffective performance
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Repertory Grids in Job AnalysisRepertory Grids in Job AnalysisSALES MANAGER
Better Sales People Poorer Sales People
CONSTRUCTS
• Established rapport quickly
• Attend to the detail of sale administration
• Slow to establish rapport
• Lax on details of administration
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Repertory Grid SummaryRepertory Grid Summary
A flexible technique, not using predetermined dimensions
Depends upon the quality of interviewing, probing, and the respondent’s vocabulary
Easy to do badly, difficult to do well
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The Critical Incident The Critical Incident TechniqueTechnique
An open ended interview technique for exploring actual events which have occurred
in the job.
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Visionary AnalysisVisionary Analysis
Introduction Strategic Factors Corporate Objectives People Implications Current Culture Desired Culture Summary
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QuestionsQuestionsoror
Comments?Comments?
