Profiles of posts

Job profiling provides with opportunity to evaluate position in full complexity and in line with company needs and standards.

Job profile is a systematic description of the position requirements to a potential candidate in terms of competence development with exact determination of each competence development level.

Determination of exact requirements to the core company positions is a base for recruitment, assessment and evaluation, personnel training and development corporate systems building. .

Our experts will create job profiles taking into account all specifics and strategic plans of the company.

CONTENT AND STRUCTURE

Module 1. Defining priority list of positions for profiling

• Expert analysis of the positions for requirements identification
• Analysis of current company organizational and PEX structure

Module 2. Position analysis conduction

Definition of core requirements for professional and business related qualities, skills to provide the successful performance on each position:

• Formulating of targets for direct realization by the position, prioritization on importance, time and performance imputes of the position to company business result
• Formulating of core tasks for the position by current job description, administrative documents, corporate policies /regulations and business targets analysis of the company departments
• Definition of the resources and empowerment level for the position
• Implementation of observation tool ‘photo of the working day’. Observation of job conduction of the employees from 5 up to 10 working days depending on group of investigated positions and investigational purposes
• Interviews with line managers, HR department representatives and respective employees for information exchange and structuring for final result and vision
• preparation

Module 3. Competence model creation

• Creation of competence profile (core competences list, indicators and level of each competence development)
• Competence prioritization on the importance scale for different positions
• Determination of each competence development level within job profile
• Determination of behavioral indicators of the position. Each competence of the position needs to have its measurement criteria
• Determination of assessment scale for necessary skill measurement

Module 4. Creation of perfect job profiles for each position

• Determination of each competence weight for each position
• Forming of perfect candidate profile of job requirements

Module 5. Personal profile creation

• Description pf personal qualities and features which influences significantly on employee performance level and cognitive profile description, including such cognitive processes as attention, memory and thinking ability
• Determination of the behavioral position indicators, based on job tasks pipeline

Module 6. Description of the formal job requirements for the respective employee position

Module 7. Final job profile validation and it’s alignment with the company representative