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This document outlines the role management and designing process which apply to
the HRmonise Software.
What needs to be completed in Role Management?
The information to be completed includes:
1. Role Details- Role Number (if
required) Role Title, Department, Reports to, and Band. The Band is an estimate
of where the role sits in the hierarchical structure of the organization. The Band
estimate will be replaced with the actual role size once the profiling is complete.
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2. Primary objective – the “vision”
for the job. Enter the primary objective and click on Save Primary Objective, this
saves the entered details.
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3. Key Outcomes – what the role
produces or where it adds value. An outcome is the result, end product or conclusion.
It is what is produced, the way something turns out in the end.
Enter the Key Outcomes and then click on the Save Key Outcomes button.
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4. Performance measures – the performance
measures define the standard required of the outcomes - at this stage we identify
what needs to be measured from the performance framework. In the Performance measures
section we need to do the following:
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a. Create a new period
i. Select the down arrow on “Period” and choose Create New Period
ii. The create the new period form opens.
iii. Select/ enter the start date.
iv. Select the timeframe (in months) and click on “Set the end
date”.
v. Click on Create Period. vi. After clicking on Create period
you will be returned to the set up role performance criteria form. The date set
for the performance management will be displayed in the period drop down box.
Once the period is created, the performance criteria, qualifiers and the weightings
can be input. From the actions menu select Change selected criteria function.
5. The Select Performance Criteria form will open, Check the appropriate Criteria
and click on Save.
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If required at this time also:
a. Enter any Qualifiers to the performance criteria. For example; department, individual,
specific location or region that the measure applies to.
b. Enter the specific measures associated with each weighting:
i. Normal (N) – the point required to stay viable that is the
point below which the organization should not fall.
ii. Target (T) – the point at which performance recognition/reward
should commence.
iii. High (H) – the point of high stretch and where 100% of
the performance rewards is achieved.
Note: The size of the measures is limited to Normal > Target
> High OR Normal < Target < High.
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c. Set the Weightings The impact of each criterion on the business by the
role is reflected in the weightings.
Each criteria should be weighted with the sum of the weightings = 100%. Weightings
can be changed to reflect changes in the strategic direction of the organisation.
6. Role Profile – in this section
we determine the competence required to deliver the outcomes at the required standard.
The critical competencies are essential to produce the outcomes at the required
standard. (Role profiling has been elaborated further in HRmonise How to Profile
a Role - Issue 4)
7. Qualifications – the formal qualifications
and requirements needed for this role. (Refer to HRmonise How to Add Qualifications
and Requirements to a Role - Issue 9)
8. Knowledge and Experience –enter the work knowledge and experience required for
this role.
a. Enter the details in the work knowledge and experience text box.
b. Click on Add to save the entered details to the role.
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c. To edit the details, hover the cursor on the detail to be edited and the
Edit/Delete command will appear on the left side of the entry
d. Select Edit; and make the required changes.
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e. After editing, hover the cursor on the edited information, the Update/
Cancel command will appear on the left side of the requirement.
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f. Click update and the edited details will be saved.
g. To delete an entry, hover the cursor on the entry, the Edit command will
appear on the left side of the entry.
h. To delete, select Delete, and the information will be deleted.
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9. Interactions – the key roles,
people and organizations that interact directly with the role. The interaction type
is either internal or external to the organization.
a. Review the Interactions Database
b. Select the check box beside the Interactions to include it in the role.
c. The Interactions selected for the specific role will display in the Role
Interactions Box
d. If necessary Add a New Interaction to the list:
i. Type the new Interaction into the Name Text Box.
ii. Select the appropriate category Type.
iii. Click Add.
e. To remove an Interaction from a role un-check the Interaction.
f. Click the Save button to save changes.
g. The HRmonise Administrator can edit, remove or amend Interactions as required.
Note: The list is displayed alphabetically to assist in locating
the required interaction.
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10. Attributes - The Role Attributes are the personal attributes required of the
incumbent to fill the position. They are grouped into three categories: Behavioural,
Thinking and Interpersonal.
a. Review the Attributes
b. Select the check box beside the Attributes to include it in the role.
c. Click the Save Changes button.
d. The Attributes selected for the specific role will display in the Role
Attributes Box
e. To remove any Attributes from a role un-check the Attributes.
f. Click the Save button to save changes.
g. The HRmonise Administrator can add, edit, remove or amend Attributes as
required in the Administration Manager.
Note: The list is displayed alphabetically to assist in locating
the Attribute.
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This process completes the designing of the role. Review, print or download the
role description by selecting the Role Description icon in Role Manager or view
variations in the Report Manager tab
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Note: Additional help on this and other topics can be obtained
by logging into HRmonise and clicking Help from the menu.
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