To achieve your organisation’s Mission and Overall Goal(s) it will be your staff’s ability to apply the required job-related skills in the execution your company’s business processes that will allow them to effectively perform the work of the organization.
However, it will be the competencies or the unique intrinsic qualities possessed by your staff, that will allow them to apply the job specific and functional skills needed to achieve the company’s Mission Vision and Goals.
Our consultants will facilitate the development of a competency framework (see the example below) that is appropriate for your organisation, given the nature of the work that must be performed.
We will also facilitate a consensus on a capability rating scale for your competency model and guide the development of a “competency dictionary” that will describe the behaviours that staff will need to display at each level on the capability scale.
With the development of your competency model and associated competency dictionary our team will work with your organisation to agree on the “job families” that exist withing your re-designed organisation structure and then arrive at a consensus on the competencies and levels of capability that will be required for each of the job families that will have been established.
Your completed competency model will then be in place to underpin several of the key processes (see below) that are required to align your people with your strategy and overall goals.
Job Evaluation Services
A critical step in your company’s transformation journey will be to first assess the value to your organisation of each role recommended in the redesigned organisation structure. This step is mission critical if roles are to be positioned at the right organisational level so that it is clear to all staff that there is internal equity in how that value of their roles have been assessed. A best practice job evaluation methodology will avoid the demotivating impact associated with low perceptions of internal job equity and will also avoid the dysfunctional performance outcomes associated with:
- “Organisational gaps” – where there is too large a gap in intellectual capacity between managers and their direct reports, or
- “Organisational Compression” – where there is little distinction in the capabilities of a manager and his/her direct reports and the manager is therefore unable to carry out that key role of adding value to the work of his/her staff.
At CPBN, we have a team that is expert in the use of the HAY Points Factor Job Evaluation system as well as in the development of position/job descriptions in the format required for HAY job evaluation. We will transfer these skills to your team through experiential learning as they participate of the development of JDs and the evaluation of selected roles in your company. However, the CPBN team will as a panel, evaluate and then review the majority of jobs in your company, always with input for the manager or the manager once-removed to whom the role reports if there is any lack of clarity about any dimension of the job
Based on the Requisite Design of your organisation structure, our team will recommend the Job Grade (Group) structure and the corresponding job evaluation score ranges that will determine where any job is positioned based on its value as assessed by a Job Evaluation panel.