Electronic job profiling
Define every job once, and build on it
Job profiling software that defines every job once: job titles, positions and job profiles in one library, with the skills, training and compliance each job requires. Performance reviews, training plans and reporting all start from there.
Why it matters
Job information that stays current
One library, kept current
Profiles are built from components kept in a library, not typed into text boxes. Change a component once and every profile that uses it changes with it.
Tailor a person's profile without touching the master
Performance starts here
Performance agreements and competence reviews take their KPAs, outputs and competencies straight from the job or personal profile.
Each review picks up the right profile automatically
Requirements people can meet
Every job title and position carries the skills, training and compliance it needs, so people know what is expected and HR sees the gaps.
Gaps per person in the compliance reports
What it does
Everything a job profile needs, in one place
Job titles that describe the whole job
Each job title holds its purpose, job description, grade, job family and category. A parent job title places it in the job title hierarchy, and the reporting fields sit on the same record.
- OFO codes and their specialisations, loaded once and linked per job title
- The occupational level used for EE, SETA and BBBEE reports
- Core or support function, and a scarce-skill flag
- Batch updates across many job titles at once
Positions, seat by seat
A position is one job title at one location, filled by one person. When that person leaves, the position stays and shows as vacant, ready to be filled.
- Reports-to positions that keep the line structure current
- Grade, employment type, shift and cost centre per position
- Budgeted cost to company, pay scale and benefits
- Changes flow to the employee filling the position, manager included
A library of job profiles
Generic profiles are set up per job title and kept in a library. Link a profile to a person and it can be tailored to them without changing the master copy.
- Generic profiles per job title, personal profiles per person
- Components reused across profiles and maintained in one place
- More than one profile per job, one for each profile type
Your structure, your terminology
You define the building blocks: Key Performance Areas, indicators, outputs, activities or competencies, each with your own name and abbreviation. Components nest as deep as the job needs.
- Several profile structures side by side
- Components linked to the company's strategic objectives, Balanced Scorecard style
- Training linked to components, to show which courses improve performance
The job profiling matrix
Profile a whole group of jobs in one grid. Components and job titles meet in a matrix, and a tick decides which jobs get which component.
- Set up profiles for many job titles in one batch
- A matrix per job category
- Matrices shared company-wide or kept to one company
Skills and job requirements
Each job can have a skills profile: the skills it needs, the proficiency expected and the training that builds them. Compliance and training requirements attach to the job title or the position, so whoever fills it inherits them.
- Proficiency levels per skill
- Requirement groups of documents, records and training
- Missing or expired requirements shown per person in reports
Profile types
One job, three kinds of profile
Set up the profile types your organisation works with. Most use a combination of these three.
Job description
Tasks and responsibilities
What the job involves: its purpose, tasks and responsibilities, written once for everyone in the role.
Performance agreement
Outputs and goals
The outputs, KPAs and targets a person is measured on, ready for the performance review.
Competence profile
Skills and qualifications
The qualifications, skills and competencies the job requires, with the proficiency expected.
Spotlight
The profile behind every people decision
Job information changes often, which is why job descriptions on paper go out of date. With every profile in one database, a change made once reaches each job, person and review that uses it.
The same profile then serves the rest of HR, from the requirements for a vacancy to the training plan for a new appointment.
What one profile feeds
- Recruitment and vacancy requirements
- Induction of new appointments
- Performance agreements and reviews
- Training needs analysis
- Job rotation and multi-skilling
- Succession planning
- EE, SETA and BBBEE reporting
Works with
Part of one HR system
Performance
Reviews built on the job and personal profiles.
Training
The courses each job's skills and requirements call for.
Compliance
Requirements attached to job titles and positions.
People management
Positions, reporting lines and the org chart.
HR Manage is a marvelous system that allows full customisation in order to suit the real needs of the business.
Do we need Job Profiling to use Performance Management?
Yes. Performance reviews are built on job profiles, so the two modules are sold together. Job Profiling also stands on its own, for job titles, positions, requirements and reporting.
Can we use our own terminology and profile layout?
Yes. You name the component types, such as KPAs, outputs or competencies, and set up as many profile structures as you need.
Can we load the OFO codes?
Yes. OFO codes and their specialisations are loaded into HR Manage and linked to each job title, next to the occupational level used for EE, SETA and BBBEE reports.
Can a person’s profile differ from the job’s?
Yes. Link the job’s profile to the person and tailor it to them. The master copy in the library stays as it is.
Book a demonstration
Define your jobs once, and let every HR process build on them.
See it on your own job titles, with the people who build it.
- A demonstration takes about 45 minutes, online or on site
- We answer the pricing and implementation questions on the call
- Prefer e-mail or phone? All contact details →
Book a demo or ask a question
We get back to you within one working day.