1.2 Job Requirements Management Management of job descriptions, job organization in groups and subgroups, job requirements (skills and levels), skill weight balancing.
Job spec tree
Sub-group tree
Skills graph
The Job Requirements module exists to manage job description catalogs, avoiding redundancy and creating inheriting mechanisms to define the requirements for large groups of jobs and forcing them to be coherent with the general rules of the catalog.
To understand how the module works, we must first of all explain its purpose. The module enables the Job Analysts in large organizations to define required levels in each skill considered as mandatory for different roles in the same organization. Requirements can be used to perform suitability analysis, for example to answer a question like "Which is the best job for person A?", or "Which is the best candidate for this position?". It allows HR to perform activities such as Career Management and Succession maps. Requirements could also be used to perform Talent Review campaigns as part of the Staff Evaluation module, which is used to determine the compliance of a resource to his actual job position. Both processes (suitability analysis and compliance analysis) can be used to determine training needs.
The Panoptikon Job Requirement module is probably the most powerful application to manage job catalogs in large scale organizations. Catalogs are managed separately for each Branch of the organization (Branch can be associated to several types of structures, normally they are intended as Business Lines), but can preserve some general rules which much be achieved by every Branch. In each Branch catalog, there are up to give specification levels, so the depth of the catalog can be decided based on the characteristics of the organization.
To get a better understanding of the potential of the module, it must first be made clear that every analysis (suitability and compliance) is related to the concept of a “Job Position”, which is the actualization of a general Job in the catalog to the specific process in a Site. Any Job which is defined within a Branch can be applied to different Sites with some additions (the Site-related skills). A further level of customization is also possible, adding personal requirements to the specific resource which are not specified in the Job Position.
What are the requirements of the Job Position? They are derived from two sources. Every Job Position must belong to a Role Profile, shared by every Branch and defined by the General Job Requirement Manager, which will inherit some requirements. An example would be if we created a shared Role Profile named “Team Leader” and define that one of the requirements is that they have to be certified as “expert” on “Responsiveness to the team members requests”, every job position in every site that belongs to this role profile will inherit this standard requirement.
Job Positions are also related to Jobs, which are organized in Groups and Sub-groups. This structure is specific for each Branch and is normally reserved to define the general Hard Skill requirements, while Soft Skill requirements are managed via the Role Profiles. An example would be in a large organization, we have a Branch called “Manufacturing” and the job catalog provides a Job “Manual Welding” under the Sub-group “Stamping and Welding” under the group “Mechanical works”. The Job Position “Manual Welding Team Leader” in a specific Site will inherit all of the requirements specified for the job which it belongs to, but also the requirements defined in the Sub-group and Group in which the Job is placed.
If required, it is also possible to define exceptions. If the Job “Manual Welding” has a requirement level of “ready” for the skill “Arc welding execution”, we can also insert the exception that, if the Job Position has the Role Profile of “Team Leader”, the level will change to “expert”. If we were to create a Job Position called “Manual Welding Operator” connected to the “Operator” role profile, then arc welding execution would be required at the “ready” level. On the contrary, if we created a “Manual Welding Team Leader” Job Position related to the “Team Leader” role profile, the arc welding execution would be at the required level of “expert”. The same mechanism can be applied to requirements inherited from the Group and Sub-group.
This powerful inheritance system is completely flexible. It can be configured to a “5 level + 1” structure for an extremely detailed configuration, or we could avoid configuring any rules for one or more levels so the inheritance rules and configuration are very simple.