The purpose of an Integrated Job Profile is:

• To provide an accurate, realistic, current picture of what outputs are performed in a Job
• Outlines the job’s location, purpose, responsibilities, authority levels, supervisory relationships as well as the interrelationships between the job and others in the same area
• Is a dynamic document which takes account of organisational change
• Is unambiguous and can be understood and interpreted similarly by both the incumbent and his or her supervisor
• Does not include incidental or trivial tasks and activities
• To act as the integrating entity for Human Resource Management and Development

Job profiles are at the heart of all human resources processes of an organisation, and should be reviewed annually. Accurate and up to date job profiles enable you to:

• Accurately size (grade) the job, thereby creating a logical hierarchy within your organisation, and an integrated organisational design
• Accurately benchmark the salary for the job
• Create a training and development plan
• Accurately assess potential
• Measure and reward performance
• Recruit accurately into specific jobs in your organisation
• Job profiles should be linked to the overall strategy of the organisation, and in this way enables the human resources stakeholders to be active business partners, rather than just an administrative component of the organisation.

There are various ways that we can assist you with job profiling:

• We can conduct interviews and write a job profile for every job in your organisation
• We can review existing job profiles and update them through an interview process
• We can train you in the process of job profiling, so that you keep the skill within your organisation

These profiles become the framework for your job evaluation and pay structure. These profiles can also become an immediate framework for your performance management process, and can be written in such a way that you can immediately measure and reward performance.