Skill description
Planning, analysing and designing job roles and structures to align with organisational requirements, goals and culture.
Guidance notes
Activities may include, but are not limited to:
- gathering information and insights for current and future job requirements through methods such as surveys, interviews, workforce analytics and reviewing existing job documentation.
- conducting task analysis to break down jobs into component roles and responsibilities, skills and competencies.
- analysing workflow processes to design jobs that optimise efficiency, employee engagement and job satisfaction.
- designing roles that support rapid team reconfiguration, upskilling and evolving in response to changing organisational needs and market demands.
- creating or updating job architectures, job descriptions and specifications based on comprehensive analysis, organisational requirements and skills-based frameworks.
- integrating new technologies, processes, or operational needs into job design, including the consideration of artificial intelligence and digital tools.
- developing career pathways that align with professional development opportunities and organisational needs to aid staff retention.
The scope of job analysis and design can range from single roles to multi-layered organisational structures.
Level 3Apply
Gathers data regarding job roles and responsibilities from various sources.
Assists in mapping tasks and competencies using established skills-based frameworks.
Contributes to the creation of preliminary job descriptions and performance metrics.
Works under direction to align job roles with organisational strategies, workplace practices and evolving requirements.
Provides support in the assessment of job changes and their impact on workflows and employee satisfaction.
Participates in the process of revising job documentation to reflect updated role definitions and responsibilities.
Level 4Enable
Performs detailed job analyses, breaking down roles using data-driven insights.
Creates or revises job descriptions with consideration of required skills, competencies and organisational culture.
Evaluates the impact of job role changes on workflows, employee engagement and overall workplace practices.
Provides insights into aligning job roles with emerging organisational needs, including technology integration and adaptive strategies.
Collaborates with stakeholders to ensure job designs are effective, responsive to changing business needs and aligned with skills-based approaches.
Level 5Ensure, advise
Leads job architecture and design initiatives, ensuring alignment with organisational strategies and evolving workplace practices.
Develops comprehensive role definitions that encompass necessary skills, competencies and alignment with the organisation's culture and goals.
Assesses and suggests modifications to existing roles to improve effectiveness and address new challenges.
Provides authoritative advice on the adaptation of job architecture and job design to reflect changes in organisational strategy, technology, workplace practices and skills-based approaches.
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