Why Profile?

 A clear job profile is critical to ensuring: 

  • Fairness and consistency in job grading and compensation
  • Targeted recruitment and selection – attracting high quality staff
  • Organisational analysis and planning
  • Appropriate training and development
  • Effective talent management and succession planning
  • Constructive mentoring and coaching initiatives

Consequently, a job profile is central to many critical management functions including:

  • Talent & Succession
  • Performance Management & Personal Development Plans
  • Job Grading & Compensation
  • Training & Development
  • Mentoring & Coaching
  • Recruitment, Selection & Probation

Bioss SA Profiling Methodology

The Matrix of Working Relationships (MWR) model provides the theoretical foundation that informs the development of our job profiles.

The stages in our methodology include:

Step 1: Preparation

Preparation for the Role profiling Interview

  • Planning – Top-Down approach
  • Communication and Scheduling

Step 2 – Interview

  1. Eliciting KPA’s / Outputs
  2. Listing and clustering all tasks and duties to achieve each KPA.
  3. Identify KPIs
  4. Purpose of the Job
  5. Extracting information linked to Themes of Work
  6. Education vs Knowledge vs Experience
  7. Competencies (link to competency development on website: What we do / Talent Management / Competency Development)

 Step 3 – Record Information. Analyse and Organise

 Step 4 – Validate

  • Line / Job Family

Step 5 – Evaluate

  • REM Committee