An essential starting point for effective application of human resources processes in an organisation is an understanding of the roles to be fulfilled, now and in the future, as depicted in the diagram below:
cad’s role profiles are described in terms of
- Outputs
- Measures/standards
- Measurement methods
- Competencies (knowledge, skills, experience, qualification, behavioural competencies with behavioural indicators)
The stratified systems and leadership pipeline theories are used as conceptual frameworks in the development of role profiles.
A key aspect of cad’s role profiling process is horisontal and vertical alignment to ensure standardization and role clarity and to reduce duplication of responsibilities. We often include a RACI matrix to enhance role clarity.
Role profiles are facilitated by trained consultants. Role profiling workshops usually lasts approximately four hours and are attended by role experts and visionaries. A key advantage of this methodology is the amount of learning and insight into role requirements that are obtained.
Researchers agree that in order to design a robust, relevant and justifiable competency model it is best to use a combination of different job analysis methods. cad’s approach reflects this best practice and our consultants are trained in and apply various job modeling methodologies, e.g. SHL’s Work profiling and Online competency profiler systems; DDI; Linkage: Hay; ICS; Repgrid and Critical incident.
cad has its own well-researched competency framework that are available to client companies should cad be used as service provider. This competency framework can also be tailored to suit the needs of client companies. Alternatively, cad can utilise the competency framework of companies who already have their own frameworks.