The continually changing nature of work, and the increasing emphasis on performance, has made it more difficult for managers to define the true content of a job.
The evidence for this is shown in several ways:
- Job titles are less definitive
- Training is less prescriptive
- New entrants find it easier to begin new careers
Demarcation issues between jobs have begun to recede because these are impediments to efficiency.
The WorkSet Approach:
The WorkSet approach dispenses with the formalised or static job description and describes a role in terms of its four essential constituent parts:-
- Managing and co-ordination
- Tasks and activities
- Liaison and communication
- Project work and joint activities.
The computer based system on which WorkSet operates also enables management to ascertain the nature and pattern of work which is being undertaken and to highlight the discrepancies between what is planned and what is actually happening.
What We Can Offer:
- A methodology for defining the actual content of job roles.
- An understanding of how the nature of work is changing in organisations.
- Reports on how a jobholder spends his/her time.
- The development of a dialogue between managers and employees regarding the priorities of work and how both can adapt to meet evolving needs.
- An assessment of work which will contribute to the appraisal or performance management system.
- A more open relationship between management and employees.
- An analysis of idle time or time which is being spent non-productively.
- An understanding of the jobholder, and how he/she develops the job boundaries which may imply suitability for other.
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