Principles of Job Profiling

What is the purpose of job profiling.

That will usually drive the approach. For selection matching, skills audits, performance management or job grading?

For assessments during the recruitment process, we need a job profile to match candidates against. This is usually a profile consisting of a number of competencies required by the job.

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.

The Evalex job profiling system is based primarily on the levels of work theory of Elliot Jacques.

Jacques is the renowned author and creator of the theory of Stratified Systems Thinking (SST). This ground-breaking contribution towards understanding the nature of work – and how systems operate at different levels of management – has had a profound influence on the talent management process.

SST emerged a few decades ago and has stood the test of time as one of the cornerstone theories in organisation development.

Our modification to this theory is that the levels of work, which denotes levels of complexity can also be seen as levels of proficiency within a competence. So Evalex combines the performance outputs and responsibilities of the role with the competence levels required in one integrated action and then provides the functionality to assess both performance and competence.

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