Job profiling research during workers organization Essay Example

• Existing Job Analysis and Restatements
• Generating New Positions

After completing the previous phase of Organization Structuring, the company is flattened into three managerial phases, as shown in the Hierarchal Chart in Appendix B. Fourteen managerial positions can cover a full range of responsibilities to meet organizational objectives. Job profiling can align and correct the distribution of duties.

Job Profiling did not eliminate cross-functionalities. However, the Job Description resulting from Job Profiling was agreed upon by the Job Holder, Immediate Supervisor, and Next Supervisor. The supervisors personally analyzed each cross map to prevent any responsibility overlaps. The Job Profiling Research was conducted hierarchically, starting from top-level management to line management, which helped identify any gaps or overlaps in responsibilities.

Cross-functionalities refer to the coordination efforts between different responsible areas. The process is carried out in two phases. Firstly, the personality type of each managerial staff member is determined and compared to the requirements of their position. Minor differences in personality types will be addressed through the recommended preparations by the Training Need Analysis (TNA) Team. In the second phase, job details are collected.

The Job Profiling Research process for bing occupations was divided into three steps. These steps resulted in revised Job descriptions for existing positions. It also aided supervisors in identifying gaps in duty distribution within their team. Meanwhile, the HR team and supervisors evaluated these gaps and provided Job Descriptions for new positions.

These Job Descriptions were approved by various supervisors and governments. The focus of the Job Profiling Research is to address the distribution of duties within the organization internally. Therefore, the Population

for this research included the entire organization, while the research sample consisted of all employees in the directorial class, including those involved in conducting the research. Research Instruments.

The research utilized two instruments: structured Personality Type Profiling Trials and Job Analysis Questionnaire, which were created with the collaboration of Capital HR Consultants Limited. The findings of the research were incorporated into the Job Description forms. The Personality Type Profiling Test (PTP) was based on the Myers Briggs Type Indicators (MBTI) and considered the design and assessment methods of the MBTI questionnaire. This test is a comprehensive Psychometric evaluation system that measures both rational and irrational traits related to decision making and perceptual building. The questionnaire assessed and compared various characteristics in the individual's personality, presenting them in dichotomy form. The main purpose of this questionnaire was to collect information on the current distribution of responsibilities.

The Job Analysis Questionnaire (JAQ) was created for employees to provide relevant information about their current role within a specific department of the company. Each employee completed the JAQ with specific details about their own work, rather than what they believed they should be doing. They were also required to consult and have their questionnaire reviewed by their immediate supervisors. The questionnaire is divided into two sections.

The first division pertains to the duty information that an employee should be familiar with for a typical work assignment. This questionnaire covers the following areas. A Job Description is a standardized organizational document that provides details about a specific job position. The design of the Job Description is thorough.

The text states that the organization is headed by place inside informations and footed by a

Job Description Agreement, with 10 different countries covering Job Details. The results of Personality Type Profiling trials showed a small deviation of 18.08 points from the required type. The overall personality required for the organization is to lie in the ESTJ Supervisor category, while the actual personality type of the organization lies in the ESFP category. The organization's behavior towards showing preferences is perceptive, while the demand for expansion is judgmental.

Six individuals were identified and recommended for personality training, while the HR/Admin Manager exhibited a more diverse and stronger personality. The findings have been sent to the TNA team for further analysis and recommendations. For detailed results of the PTP trial, please refer to Appendix C. Job Analysis Questionnaires (JAQ) determined varying individual focus and overlapping responsibilities within the organization. These overlaps were discussed with the supervisors and job descriptions were revised accordingly. After revisions, these job descriptions were mutually agreed upon by the Job Holder, Immediate Supervisor, and subsequent Supervisor.

A Market Research Analyst role needs to be created. The findings of the research were reviewed with the CEO prior to finalizing. The analysis of the results using standardized methods clearly indicates a demand for preparations. The company's overall personality profiling has been satisfactory so far, but there is room for improvement.

The job descriptions have been restated and delivered to the employees, who understood the company's expectations. As a result of flattening the hierarchy and redistributing duties, convergences were eliminated, cross-maps were maintained (see Appendix B - Hierarchical Chart), and a new position was identified.