The Job analysis method deduces the observable and measurable behaviours and skills to describe and differentiate effective and ineffective performance. The description that is produced is what we call Competencies.

Chandler Macleod believes that Job Analysis is a technique to identify and describe observable and measurable behaviours/skills that are required to perform a role successfully.

What is Job Analysis?

Job Analysis is a structured process to understand exactly what is required for a person to be successful in a given role. Often organisations assume they have clarity upon this, however, their staff are often engaged for large periods of time in unproductive or frustrating activities. Position descriptions are often outdated, or misaligned to shifting strategic ambitions.

Once Job Analysis has been performed, organisations are able to create Success Profiles to provide clarity and focus effort where it is most needed. Job analysis is also fundamental in creating accurate Competency Frameworks for organisations to have clear and common standards of professional behaviours.

The model below gives a sense of how we approach Job Analysis, however the methodologies requried may shift according to the role being analysed. For further information, please contact us.

Why is Job Analysis so Important?

Job Analysis clearly defines the key responsibilities for each individual role as well as how the role fits into the organisation and contributes to its vision and strategy. Without it, employees can be unclear of the organisation’s requirements of them, and this can lead to:

• An unfocused team with lack of direction
• Difficulty monitoring performance and obtaining tangible, measurable results
• Difficulty coaching and developing individuals and conducting succession planning
• An employee’s inability to see how they contribute or add value to the broader team or organisation
• Disengagement which can lead to high staff turnover

Is it time to review your current job analysis framework?

Key questions you should consider:

• How often do your employees refer to their role profile?
• Do your employees have clarity around what is expected of them in their roles?
• How often do employees comment that their role profile does not reflect reality?
• Do new employees find it a useful tool to assist in their orientation to the business / the team / their new role?
• Does the role profile fit in effectively with your broader HR framework and tools?
• Does the role profile enable individuals to see how worthwhile their work is and how it fits in with the overall vision of the company?

Creating a Behavioural Blueprint for Success

The High Performance Profile (HPP) is Chandler Macleod’s proprietary role clarity methodology to ensure a thorough Job Analysis is achieved. It is essentially a behavioural role profile that details not just what the person should be doing, but how they should be doing it to ensure top performance.

It answers the questions:

• “What are we here for?”
• “Where do I fit in?”
• “How am I contributing to the team and company goals?”

The HPP can be used as a one-off solution to provide individual profiles, but it is also a highly flexible organisation tool that can be used across broader HR practices, including:

• Job analysis and evaluation (team/organisation wide)
• Recruitment and selection
• Cultural and behavioural change
• Performance management
• Coaching
• Training and development
• Induction and orientation
• Remuneration and reward