What is job profiling?
Imagine a job description that is contemporary and dynamic and actually helps employees align their day-to-day activities, priorities, and development goals with the organisation’s needs and strategy. That’s what we call a “Job profile.”
Job profiling include job outcomes and performance metrics, core responsibilities, and technical and behavioural competencies — all captured on a one-page “at a glance” document.
The purpose of a job profile is to define, at a high-level, the function, accountabilities, and requirements of a position as well as serve as the source documents for key talent management applications namely.
What is Job Grading / Evaluation?
Change is a constant in many of our lives. All around us, technologies, processes, people, ideas, and methods often change, affecting the way we perform daily tasks and live our lives. Having a smooth transition when change occurs is important in any situation and your participants will gain some valuable skills through this workshop.
The Change Management workshop will give any leader tools to implement changes more smoothly and to have those changes better accepted. Our aim is to provide an understanding of how change is implemented and some tools for managing their reactions to change.
CHANGE MUST INVOLVE THE PEOPLE – CHANGE MUST NOT BE IMPOSED UPON THE PEOPLE
Whenever an organization imposes new things on people there will be difficulties. Participation, involvement and open, early, full communication are the important factors.
Workshops are very useful processes to develop collective understanding, approaches, policies, methods, systems, ideas, etc
Management training, empathy and facilitative capability are priority areas – managers are crucial to the change process – they must enable and facilitate, not merely convey and implement policy from above, which does not work.
You cannot impose change – people and teams need to be empowered to find their own solutions and responses, with facilitation and support from managers, and tolerance and compassion from the leaders and executives. Management and leadership style and behaviour are more important than clever process and policy. Employees need to be able to trust the organization.
The leader must agree and work with these ideas, or change is likely to be very painful, and the best people will be lost in the process.
Change management principles
Organisational climate survey can be defined as a diagnostic tool designed to measure the perceptions, feelings and expectations that people have about their employer and the place where they work.
Climate survey objectives
The objectives of conducting a climate survey seeks to achieve the following:
Why is conducting a climate survey important ?
Employee climate survey helps to answer important questions such as:
When an organisation has a clearer understanding of their current status in relation to employee perceptions they are able to come up with interventions that will close the gaps and improve their status. Overly this will result in happier, engaged and more productive employees which will in turn lead to organisational effectiveness.
Benefits of Organisational Climate Survey
2. Better Services
3. Satisfied Customers
What is a Skills Audit ?
A skills audit is essentially a process for measuring and recording the skills of an individual or group. The main purpose for conducting a skills audit in an organisation is to identify the skills and knowledge that the organisation requires, as well as the skills and knowledge that the organisation currently has.
Skills audits are also usually done to determine training needs so an organisation can improve its skills and knowledge. However skills audits are also completed for other reasons such as restructuring and deployment. A skills audit gathers more information than simply your current qualifications level. It firstly identifies the skills matrices for the organisation and then delves into what the current competencies are of each individual against this predefined set of skills required to fufill a specific role.
The outcome of the skills audit process is a skills gap analysis. This information will enable the organisation to improve by providing the appropriate training and development to individuals to cater for the identified skill gaps. The skills audit process will also provide information which can be used for purposes such as internal employee selection and to ensure that the correct person is deployed in each position.
Benefits of Skills Audits in the Workplace
Therefore the key benefits of a skills audit are:
Even in these days of technological solutions for everything, many companies will still see the need for induction training. But many organizations miss a great opportunity to maximize learning when designing their employee induction training. Many pick ‘talk and chalk’ formats drilling endless amounts of information to fresh-faced employees. Needless to say that it can be torture for all concerned.
At Oceana Training we have come up with a new way of looking at employee induction. More importantly, an approach to get the most of employee induction training.
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Change The Way You Look At Employee Induction
Many people look at employee induction as an event that begins on the first day of employment. We believe that induction is a longer journey. It should begin before the employee starts. It continues on the first days of employment and is ongoing after that point.
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Decide What Information Needs To Be Passed To New Employee
It often seems like everything gets thrown into the induction training or that there is a fear that something is left out. We suggest that you list everything and then break this information into three categories.
a) Need To Know
b) Good To Know
c) Nice To Know
Decide How The Information Needs To Be Passed To New Employee
Here is where you can start to get clever. Some information can be provided to employees before they start. This can be sent to them or they can access the information online. A lot of this is “Good To Know” information like company information, organization charts and general information. A great way to check whether this information is to use a pop quiz on the first days of training. Let the new employees come up with the questions for each other and let their answers drive group discussions. This is also a great method to help build relationships between new employees.
The “Need To Know” information tends to be legal or health and safety type information that employees may even need to sign off on. This may still be lecture or ‘talk and chalk’ format but there should be less chance of information overload if information is provided in advance.
The “Nice To Know” information is again where you can get clever. We suggest that the best way to provide this information is to use group work with existing staff. At pre-arranged times let the new staff meet with existing staff to discuss these things. The informal aspect of this approach will greatly help build stronger teams, skills, etc.
How Do You Know That the Information Is Passed On To Employees
It is very obvious but has to be said – “you ask”.
Employee induction should never be a ‘tick-box’ exercise.
It is your opportunity to create strong positive memories that will create an even stronger organization.
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A Worksheet For Employee Induction Training
What Information Needs To Be Passed To Employees
Need To Know
Good To Know
Nice To Know
We support and partner with our Clients to become a high performer by facilitating, Designing, Developing, implementing and monitoring performance management systems. We also facilitate the development and design of job profiles and performance contracts.
Carry out a post-implementation performance evaluation audit to evaluate the effectiveness of the performance management framework.
Oceana HR professionals has deep expertise in the area of reviewing, developing and implementing people related interventions such as Human Resources Policies and Procedures, Performance Management Systems, Employment Equity Plans, Job Profiles, Job Descriptions, Human Resources Development Strategies and Employee Assistant Programmes. Furthermore, the company has carried out projects that involve conducting skills audit and organisational culture change, development of HRD Strategy and Plan, capacity building, training, facilitation skills and human resources in general.