With tumultuous changes in the market and environment, companies need to redefine jobs by focusing on the core strategy. A good job evaluation will lead to defining enlarged and holistic responsibilities. It will help in identifying the core competencies required of the position.
Organizations are forced to right-size core competence for survival. Periodical evaluations of the jobs need to be done, to determine the competencies required of the position. The competencies determined for levels need to be checked. Scientifically designed tools are used to surface proficiency. This can be incumbents through the Assessment Center technology.
Man’s innovations in getting Technology to work have rendered many jobs, especially in the manufacturing of goods where automation is changing. The work of management has multiplied manifold in leveraging. Variables that need to be managed along with scant resources.
A concept such as Balanced Scorecard gets applied to appraise management. Staffs that get paid on meeting minimum standards on a variety of deliverables required. Specialization has to combine with managerial and behavioral competency. This phenomenon can well be appreciated by the job specifications
Most middle-level positions and invariably senior level positions are always described requiring the candidate to be “dynamic, with abilities to handle a motivated workforce, and lead for business results”.
Business orientation is required amongst employees, where functional excellence alone does not suffice for promoting Managers who have related functional experience. The CEOs insistence on results has quadruple in intensity. Managers can no longer be a processor of information for the head of the Business. They need to take upfront decisions and move the growth of the company.
Members are required to contribute towards the functional expectations, managerial requirements as well as in the organization development. Review meetings talk about improvements in budgets and managers get to be assessed. Process Improvement Projects are undertaken apart from their regular departmental work
Promotability finally hinges on the leadership qualities of spearheading organization changes. Organizations have therefore begun to look at the individual’s contribution. So as to look at what else the employee could offer other than the functional expertise. The answer to this requires the following questions to be answered.
1. What are the core jobs or positions that the company must retain? How to develop leverage on its competitive advantage?
This requires the sieving of each position against the strategic intent. An organization has to decide on its Centrality to the business survival and growth.
2. What are the core competencies of these jobs?
A well-researched job profile would indicate the basic competencies, managerial behavioral terms to meet the demands and complexities of the position.
Does the modern business truly believe that it has the perfect organizational structure, manned by right people in the right positions? With right competencies and well aligned to the organizational goals and objectives.
Next article brings out a simple, practical and effective method of answering these questions.
From India, Bangalore
Organizations are forced to right-size core competence for survival. Periodical evaluations of the jobs need to be done, to determine the competencies required of the position. The competencies determined for levels need to be checked. Scientifically designed tools are used to surface proficiency. This can be incumbents through the Assessment Center technology.
Man’s innovations in getting Technology to work have rendered many jobs, especially in the manufacturing of goods where automation is changing. The work of management has multiplied manifold in leveraging. Variables that need to be managed along with scant resources.
A concept such as Balanced Scorecard gets applied to appraise management. Staffs that get paid on meeting minimum standards on a variety of deliverables required. Specialization has to combine with managerial and behavioral competency. This phenomenon can well be appreciated by the job specifications
Most middle-level positions and invariably senior level positions are always described requiring the candidate to be “dynamic, with abilities to handle a motivated workforce, and lead for business results”.
Business orientation is required amongst employees, where functional excellence alone does not suffice for promoting Managers who have related functional experience. The CEOs insistence on results has quadruple in intensity. Managers can no longer be a processor of information for the head of the Business. They need to take upfront decisions and move the growth of the company.
Members are required to contribute towards the functional expectations, managerial requirements as well as in the organization development. Review meetings talk about improvements in budgets and managers get to be assessed. Process Improvement Projects are undertaken apart from their regular departmental work
Promotability finally hinges on the leadership qualities of spearheading organization changes. Organizations have therefore begun to look at the individual’s contribution. So as to look at what else the employee could offer other than the functional expertise. The answer to this requires the following questions to be answered.
1. What are the core jobs or positions that the company must retain? How to develop leverage on its competitive advantage?
This requires the sieving of each position against the strategic intent. An organization has to decide on its Centrality to the business survival and growth.
2. What are the core competencies of these jobs?
A well-researched job profile would indicate the basic competencies, managerial behavioral terms to meet the demands and complexities of the position.
Does the modern business truly believe that it has the perfect organizational structure, manned by right people in the right positions? With right competencies and well aligned to the organizational goals and objectives.
Next article brings out a simple, practical and effective method of answering these questions.
From India, Bangalore
HR solutions to Corporate Organizations in building internal people capabilities for achieving profits and growth. We offer a range of practices and methodologies that have endured time and the unique challenges faced by different Sectors in the economy. Expertise on the following stones.
Competence Mapping
Change Management
Real Time Strategic Change
Re-Structuring
Performance Management
Organizational studies
Learning & Coaching
From India, Bangalore
Competence Mapping
Change Management
Real Time Strategic Change
Re-Structuring
Performance Management
Organizational studies
Learning & Coaching
From India, Bangalore
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