With tumultuous changes in the market and environment, companies need to redefine jobs by focusing on the core strategy. A good job evaluation will lead to defining enlarged and holistic responsibilities, helping in identifying the core competencies required for the position. Organizations are forced to right-size core competencies for survival. Periodical evaluations of the jobs need to be done to determine the competencies required for the position. The competencies determined for levels need to be checked using scientifically designed tools like the Assessment Center technology.
Impact of Technology on Jobs: Man's innovations in getting technology to work have rendered many jobs obsolete, especially in the manufacturing of goods where automation is changing the landscape. The work of management has multiplied manifold in leveraging variables that need to be managed along with scant resources.
Balanced Scorecard in Management Appraisal: The concept of the Balanced Scorecard is applied to appraise management. Staff are compensated based on meeting minimum standards across a variety of deliverables. Specialization must combine with managerial and behavioral competency, well appreciated in job specifications.
Business Orientation and Managerial Expectations: Business orientation is required among employees, where functional excellence alone does not suffice for promoting managers who have related functional experience. The CEO's insistence on results has quadrupled in intensity. Managers can no longer be mere processors of information for the head of the business. They need to make upfront decisions and drive the company's growth. Members are required to contribute towards functional expectations, managerial requirements, as well as organizational development. Review meetings discuss improvements in budgets, and managers are assessed. Process Improvement Projects are undertaken apart from their regular departmental work.
Promotability and Leadership Qualities: Promotability finally hinges on the leadership qualities of spearheading organizational changes. Organizations have begun to look at the individual's contribution to determine what else the employee could offer beyond functional expertise. This requires evaluating each position against the strategic intent and deciding on its centrality to business survival and growth. A well-researched job profile would indicate the basic competencies, managerial, and behavioral terms needed to meet the demands and complexities of the position.
From India, Bangalore
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Impact of Technology on Jobs: Man's innovations in getting technology to work have rendered many jobs obsolete, especially in the manufacturing of goods where automation is changing the landscape. The work of management has multiplied manifold in leveraging variables that need to be managed along with scant resources.
Balanced Scorecard in Management Appraisal: The concept of the Balanced Scorecard is applied to appraise management. Staff are compensated based on meeting minimum standards across a variety of deliverables. Specialization must combine with managerial and behavioral competency, well appreciated in job specifications.
Business Orientation and Managerial Expectations: Business orientation is required among employees, where functional excellence alone does not suffice for promoting managers who have related functional experience. The CEO's insistence on results has quadrupled in intensity. Managers can no longer be mere processors of information for the head of the business. They need to make upfront decisions and drive the company's growth. Members are required to contribute towards functional expectations, managerial requirements, as well as organizational development. Review meetings discuss improvements in budgets, and managers are assessed. Process Improvement Projects are undertaken apart from their regular departmental work.
Promotability and Leadership Qualities: Promotability finally hinges on the leadership qualities of spearheading organizational changes. Organizations have begun to look at the individual's contribution to determine what else the employee could offer beyond functional expertise. This requires evaluating each position against the strategic intent and deciding on its centrality to business survival and growth. A well-researched job profile would indicate the basic competencies, managerial, and behavioral terms needed to meet the demands and complexities of the position.
From India, Bangalore
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List-of-31-Core -Competencies.p df
Job Evaluation.ppt