SlideShare a Scribd company logo
The End of the Job 
Description: 
Changing Job Descriptions to 
Role Descriptions 
Dr Tim Baker FAHRI 
www.winnersatwork.com.au
Understand the value and importance of the non-job roles 
employees' play 
Aims & 
Objectives 
Learn the process for converting job descriptions to role 
descriptions 
Develop KPIs for the increasingly important roles employees 
play in the workplace
Legal disclaimer 
You are required to complete any other duties deemed relevant by 
your manager ....
Performance Management Framework 
(Baker, 2009)
PPssyycchhoollooggiiccaall CCoonnttrraacctt 
Individual Organisation 
I offer 
I expect 
The 
organisation 
expects 
The 
organisation 
offers
New Employment Relationship Model 
Shifting from a 
Job focus to a 
Performance 
focus
Roles people play in 
organisations are 
more important than 
the jobs they do...
The Work People Do 
Job Tasks Non-job Tasks 
Technical skills 
Team role 
Skill development role 
Innovation & 
Continuous 
Improvement role 
SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising 
Employee Performance
Job description v Role description 
Job descriptions usually define a set of 
specific tasks and responsibilities that are 
performed by a particular job-holder. 
Role descriptions define the tasks and non-job 
roles that employees are expected to play 
at work
Team Role 
Leadership 
The ability to influence others within the team 
& organization in a positive way. 
Accountability 
The degree to which employees accept 
responsibility for their own work and the work 
of others they work with.
Team Role 
Collaboration 
The ability to produce successful outcomes by 
working cooperatively with others. 
Communication 
Refers to the ability to effectively interact and 
exchange information with other members of 
the organization and external stakeholders, 
such as suppliers.
Innovation and Continuous Improvement Role 
Problem solving and critical thinking 
Continuously seeking to identify, define, critically 
analyze, and resolve work problems through 
researching and testing alternative ideas and 
approaches. 
Customer responsiveness 
Involves the ability to identify, understand, build 
relationships with, and adapt to the requirements of 
external and internal customers in an appropriate 
manner.
Innovation & 
Continuous 
Improvement 
opportunities
Career Role 
Self-development 
Developing oneself is associated with the 
commitment to help in carrying out employment 
duties now and in the future. 
Technical development 
Involves individuals planning and making decisions 
about education, training, and career choices as well 
as developing the right skills and knowledge to do so.
Ways to Formulate Role Descriptions 
Dynamic duo method 
The manager or supervisor chooses two individuals 
who perform the same role—for example, two 
accounts receivable clerks—to consider the non-job 
elements associated with their role. 
Team method 
The manager or supervisor chooses three or four 
individuals, all of whom perform the same role, to 
complete the document.
Which approaches are available to formulate role 
descriptions? 
Supervisor–incumbent method 
The supervisor or manager works with a single 
employee to complete the role documentation. 
Single-employee method 
The employee completes the document him/herself. 
For roles with only one employee, or for a 
vacant/new position, this may be the only method 
available, but it is not collaborative, and therefore is 
the least preferred method.
SOURCE: Baker, T. B. 
(2013) The End of the 
Performance Review: 
A New Approach to 
Appraising 
Employee 
Performance
20% off the price 
Normally $35 plus postage 
You get my new book signed 
for $28 signed plus postage!! 
Send me an email 
tim@winnersatwork.com.au by 
12 midnight tonight 
Tim Baker’s latest book, Attracting and 
Retaining Talent: Becoming an Employer of 
Choice, provides just the ticket for turning your 
organization into a great place to work. 
Professor Marshall Goldsmith I author or 
editor of 34 books including the global 
bestsellers MOJO and What Got You Here 
Won’t Get You There

More Related Content

What's hot

Prototype Model
Prototype ModelPrototype Model
Prototype Model
RhealynAcejo
 
Data Visualization and Dashboard Design
Data Visualization and Dashboard DesignData Visualization and Dashboard Design
Data Visualization and Dashboard Design
Jacques Warren
 
RecSysOps: Best Practices for Operating a Large-Scale Recommender System
RecSysOps: Best Practices for Operating a Large-Scale Recommender SystemRecSysOps: Best Practices for Operating a Large-Scale Recommender System
RecSysOps: Best Practices for Operating a Large-Scale Recommender System
Ehsan38
 
Storytelling with Data - Approach | Skills
Storytelling with Data - Approach | SkillsStorytelling with Data - Approach | Skills
Storytelling with Data - Approach | Skills
Amit Kapoor
 
Data Visualization: Impact, Intrigue, Value Add for APLIC 2014
Data Visualization: Impact, Intrigue, Value Add for APLIC 2014Data Visualization: Impact, Intrigue, Value Add for APLIC 2014
Data Visualization: Impact, Intrigue, Value Add for APLIC 2014
Amanda Makulec
 
[HCM Scrum Breakfast] Agile estimation - Story points
[HCM Scrum Breakfast] Agile estimation - Story points[HCM Scrum Breakfast] Agile estimation - Story points
[HCM Scrum Breakfast] Agile estimation - Story points
Scrum Breakfast Vietnam
 
Data Visualization - What can you see? #baai17
Data Visualization - What can you see? #baai17Data Visualization - What can you see? #baai17
Data Visualization - What can you see? #baai17
Eugene O'Loughlin
 
SCRUM Estimation
SCRUM EstimationSCRUM Estimation
SCRUM Estimation
Kristen Varona
 
Unit 2
Unit 2Unit 2
Ontology quality, ontology design patterns, and competency questions
Ontology quality, ontology design patterns, and competency questionsOntology quality, ontology design patterns, and competency questions
Ontology quality, ontology design patterns, and competency questions
Nicola Guarino
 
Storytelling with Data
Storytelling with Data Storytelling with Data
Storytelling with Data
Angela Cornelius
 
Non Functional Requirement.
Non Functional Requirement.Non Functional Requirement.
Non Functional Requirement.
Khushboo Shaukat
 
Requirements Elicitation Techniques For Data Discovery
Requirements Elicitation Techniques For Data DiscoveryRequirements Elicitation Techniques For Data Discovery
Requirements Elicitation Techniques For Data Discovery
Joe Newbert
 
Requirements Traceability - The Tie That Binds
Requirements Traceability - The Tie That BindsRequirements Traceability - The Tie That Binds
Requirements Traceability - The Tie That Binds
J John Jones, CBAP
 
Estimating Story Points in Agile - MAGIC Approach
Estimating Story Points in Agile - MAGIC ApproachEstimating Story Points in Agile - MAGIC Approach
Estimating Story Points in Agile - MAGIC Approach
Marraju Bollapragada V
 
R Programming: Introduction To R Packages
R Programming: Introduction To R PackagesR Programming: Introduction To R Packages
R Programming: Introduction To R Packages
Rsquared Academy
 
Software reliability engineering process
Software reliability engineering processSoftware reliability engineering process
Software reliability engineering process
Himanshu
 
Data visualization introduction
Data visualization introductionData visualization introduction
Data visualization introduction
ManokamnaKochar1
 
Path testing, data flow testing
Path testing, data flow testingPath testing, data flow testing
Path testing, data flow testing
priyasoundar
 
Estimating with story points
Estimating with story pointsEstimating with story points
Estimating with story points
Walid Farag
 

What's hot (20)

Prototype Model
Prototype ModelPrototype Model
Prototype Model
 
Data Visualization and Dashboard Design
Data Visualization and Dashboard DesignData Visualization and Dashboard Design
Data Visualization and Dashboard Design
 
RecSysOps: Best Practices for Operating a Large-Scale Recommender System
RecSysOps: Best Practices for Operating a Large-Scale Recommender SystemRecSysOps: Best Practices for Operating a Large-Scale Recommender System
RecSysOps: Best Practices for Operating a Large-Scale Recommender System
 
Storytelling with Data - Approach | Skills
Storytelling with Data - Approach | SkillsStorytelling with Data - Approach | Skills
Storytelling with Data - Approach | Skills
 
Data Visualization: Impact, Intrigue, Value Add for APLIC 2014
Data Visualization: Impact, Intrigue, Value Add for APLIC 2014Data Visualization: Impact, Intrigue, Value Add for APLIC 2014
Data Visualization: Impact, Intrigue, Value Add for APLIC 2014
 
[HCM Scrum Breakfast] Agile estimation - Story points
[HCM Scrum Breakfast] Agile estimation - Story points[HCM Scrum Breakfast] Agile estimation - Story points
[HCM Scrum Breakfast] Agile estimation - Story points
 
Data Visualization - What can you see? #baai17
Data Visualization - What can you see? #baai17Data Visualization - What can you see? #baai17
Data Visualization - What can you see? #baai17
 
SCRUM Estimation
SCRUM EstimationSCRUM Estimation
SCRUM Estimation
 
Unit 2
Unit 2Unit 2
Unit 2
 
Ontology quality, ontology design patterns, and competency questions
Ontology quality, ontology design patterns, and competency questionsOntology quality, ontology design patterns, and competency questions
Ontology quality, ontology design patterns, and competency questions
 
Storytelling with Data
Storytelling with Data Storytelling with Data
Storytelling with Data
 
Non Functional Requirement.
Non Functional Requirement.Non Functional Requirement.
Non Functional Requirement.
 
Requirements Elicitation Techniques For Data Discovery
Requirements Elicitation Techniques For Data DiscoveryRequirements Elicitation Techniques For Data Discovery
Requirements Elicitation Techniques For Data Discovery
 
Requirements Traceability - The Tie That Binds
Requirements Traceability - The Tie That BindsRequirements Traceability - The Tie That Binds
Requirements Traceability - The Tie That Binds
 
Estimating Story Points in Agile - MAGIC Approach
Estimating Story Points in Agile - MAGIC ApproachEstimating Story Points in Agile - MAGIC Approach
Estimating Story Points in Agile - MAGIC Approach
 
R Programming: Introduction To R Packages
R Programming: Introduction To R PackagesR Programming: Introduction To R Packages
R Programming: Introduction To R Packages
 
Software reliability engineering process
Software reliability engineering processSoftware reliability engineering process
Software reliability engineering process
 
Data visualization introduction
Data visualization introductionData visualization introduction
Data visualization introduction
 
Path testing, data flow testing
Path testing, data flow testingPath testing, data flow testing
Path testing, data flow testing
 
Estimating with story points
Estimating with story pointsEstimating with story points
Estimating with story points
 

Similar to The End of Job Descriptions

Abolish the Job Description
Abolish the Job DescriptionAbolish the Job Description
Abolish the Job Description
WINNERS-at-WORK Pty Ltd
 
The End of the Job Description
The End of the Job Description The End of the Job Description
The End of the Job Description
WINNERS-at-WORK Pty Ltd
 
Role descriptions
Role descriptionsRole descriptions
Role descriptions
WINNERS-at-WORK Pty Ltd
 
Converting job descriptions to role descriptions
Converting job descriptions to role descriptionsConverting job descriptions to role descriptions
Converting job descriptions to role descriptions
WINNERS-at-WORK Pty Ltd
 
Converting job descriptions to role descriptions
Converting job descriptions to role descriptionsConverting job descriptions to role descriptions
Converting job descriptions to role descriptions
WINNERS-at-WORK Pty Ltd
 
Shifting from a job focus to a performance-focus
Shifting from a job focus to a performance-focusShifting from a job focus to a performance-focus
Shifting from a job focus to a performance-focus
WINNERS-at-WORK Pty Ltd
 
Measuring Attitude and Other Non-job Roles
Measuring Attitude and Other Non-job RolesMeasuring Attitude and Other Non-job Roles
Measuring Attitude and Other Non-job Roles
WINNERS-at-WORK Pty Ltd
 
Replacing The Job Description To Accelerate Performance
Replacing The Job Description To Accelerate PerformanceReplacing The Job Description To Accelerate Performance
Replacing The Job Description To Accelerate Performance
WINNERS-at-WORK Pty Ltd
 
The Changing World of Work - Changing from a Job-focus to a Performance-focus
The Changing World of Work - Changing from a Job-focus to a Performance-focusThe Changing World of Work - Changing from a Job-focus to a Performance-focus
The Changing World of Work - Changing from a Job-focus to a Performance-focus
WINNERS-at-WORK Pty Ltd
 
Converting Job Descriptions to Role Descriptions
Converting Job Descriptions to Role DescriptionsConverting Job Descriptions to Role Descriptions
Converting Job Descriptions to Role Descriptions
WINNERS-at-WORK Pty Ltd
 
Job analysis,e,d,s
Job analysis,e,d,sJob analysis,e,d,s
Job analysis,e,d,s
Rohini B. Agre
 
Management training
Management trainingManagement training
Management training
johnsalina
 
Human side of management
Human side of managementHuman side of management
Human side of management
vrushahonnavar
 
Executive Coaching Brochure
Executive Coaching BrochureExecutive Coaching Brochure
Executive Coaching Brochure
Scott Taylor Consulting
 
Running Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docx
Running Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docxRunning Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docx
Running Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docx
todd521
 
Sample performance review phrases
Sample performance review phrasesSample performance review phrases
Sample performance review phrases
jameswhite1498
 
Job Redesign.pptx
Job Redesign.pptxJob Redesign.pptx
Job Redesign.pptx
bettymakuve1
 
Phase Iii Ip
Phase Iii IpPhase Iii Ip
Phase Iii Ip
irvinfitz
 
The Enemy of Engagement
The Enemy of EngagementThe Enemy of Engagement
The Enemy of Engagement
Business Book Summaries
 
Employee performance review phrases
Employee performance review phrasesEmployee performance review phrases
Employee performance review phrases
origincooper
 

Similar to The End of Job Descriptions (20)

Abolish the Job Description
Abolish the Job DescriptionAbolish the Job Description
Abolish the Job Description
 
The End of the Job Description
The End of the Job Description The End of the Job Description
The End of the Job Description
 
Role descriptions
Role descriptionsRole descriptions
Role descriptions
 
Converting job descriptions to role descriptions
Converting job descriptions to role descriptionsConverting job descriptions to role descriptions
Converting job descriptions to role descriptions
 
Converting job descriptions to role descriptions
Converting job descriptions to role descriptionsConverting job descriptions to role descriptions
Converting job descriptions to role descriptions
 
Shifting from a job focus to a performance-focus
Shifting from a job focus to a performance-focusShifting from a job focus to a performance-focus
Shifting from a job focus to a performance-focus
 
Measuring Attitude and Other Non-job Roles
Measuring Attitude and Other Non-job RolesMeasuring Attitude and Other Non-job Roles
Measuring Attitude and Other Non-job Roles
 
Replacing The Job Description To Accelerate Performance
Replacing The Job Description To Accelerate PerformanceReplacing The Job Description To Accelerate Performance
Replacing The Job Description To Accelerate Performance
 
The Changing World of Work - Changing from a Job-focus to a Performance-focus
The Changing World of Work - Changing from a Job-focus to a Performance-focusThe Changing World of Work - Changing from a Job-focus to a Performance-focus
The Changing World of Work - Changing from a Job-focus to a Performance-focus
 
Converting Job Descriptions to Role Descriptions
Converting Job Descriptions to Role DescriptionsConverting Job Descriptions to Role Descriptions
Converting Job Descriptions to Role Descriptions
 
Job analysis,e,d,s
Job analysis,e,d,sJob analysis,e,d,s
Job analysis,e,d,s
 
Management training
Management trainingManagement training
Management training
 
Human side of management
Human side of managementHuman side of management
Human side of management
 
Executive Coaching Brochure
Executive Coaching BrochureExecutive Coaching Brochure
Executive Coaching Brochure
 
Running Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docx
Running Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docxRunning Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docx
Running Head TRAINING AND MOTIVATING EMPLOYEES TO IMPROVE PERFORM.docx
 
Sample performance review phrases
Sample performance review phrasesSample performance review phrases
Sample performance review phrases
 
Job Redesign.pptx
Job Redesign.pptxJob Redesign.pptx
Job Redesign.pptx
 
Phase Iii Ip
Phase Iii IpPhase Iii Ip
Phase Iii Ip
 
The Enemy of Engagement
The Enemy of EngagementThe Enemy of Engagement
The Enemy of Engagement
 
Employee performance review phrases
Employee performance review phrasesEmployee performance review phrases
Employee performance review phrases
 

More from WINNERS-at-WORK Pty Ltd

Leading Change Successfully
Leading Change SuccessfullyLeading Change Successfully
Leading Change Successfully
WINNERS-at-WORK Pty Ltd
 
Influencing Anybody About Anything
 Influencing Anybody About Anything Influencing Anybody About Anything
Influencing Anybody About Anything
WINNERS-at-WORK Pty Ltd
 
Facilitating Effective Meetings
Facilitating Effective MeetingsFacilitating Effective Meetings
Facilitating Effective Meetings
WINNERS-at-WORK Pty Ltd
 
Dealing Effectively With Conflict
Dealing Effectively With ConflictDealing Effectively With Conflict
Dealing Effectively With Conflict
WINNERS-at-WORK Pty Ltd
 
Performance conversations
Performance conversationsPerformance conversations
Performance conversations
WINNERS-at-WORK Pty Ltd
 
Giving Effective Feedback
Giving Effective FeedbackGiving Effective Feedback
Giving Effective Feedback
WINNERS-at-WORK Pty Ltd
 
Hire On Future Potential Or Past Performance
Hire On Future Potential Or Past PerformanceHire On Future Potential Or Past Performance
Hire On Future Potential Or Past Performance
WINNERS-at-WORK Pty Ltd
 
The Big HR Shifts for the Future
The Big HR Shifts for the FutureThe Big HR Shifts for the Future
The Big HR Shifts for the Future
WINNERS-at-WORK Pty Ltd
 
Innovation & continuous improvement conversation
Innovation & continuous improvement conversationInnovation & continuous improvement conversation
Innovation & continuous improvement conversation
WINNERS-at-WORK Pty Ltd
 
Being Assertive, Not Aggressive or Passive
Being Assertive, Not Aggressive or Passive Being Assertive, Not Aggressive or Passive
Being Assertive, Not Aggressive or Passive
WINNERS-at-WORK Pty Ltd
 
Five Conversations Framework
Five Conversations FrameworkFive Conversations Framework
Five Conversations Framework
WINNERS-at-WORK Pty Ltd
 
The Three Key Elements of Productive Working Relationships in Teams
The Three Key Elements of Productive Working Relationships in TeamsThe Three Key Elements of Productive Working Relationships in Teams
The Three Key Elements of Productive Working Relationships in Teams
WINNERS-at-WORK Pty Ltd
 
Characteristics of Team Identity
Characteristics of Team IdentityCharacteristics of Team Identity
Characteristics of Team Identity
WINNERS-at-WORK Pty Ltd
 
Facilitating a Team Debriefing for Impact
Facilitating a Team Debriefing for ImpactFacilitating a Team Debriefing for Impact
Facilitating a Team Debriefing for Impact
WINNERS-at-WORK Pty Ltd
 
How To Be A Continuously Improving Team
How To Be A Continuously Improving TeamHow To Be A Continuously Improving Team
How To Be A Continuously Improving Team
WINNERS-at-WORK Pty Ltd
 
The Eight Characteristics of High Performance Teams
The Eight Characteristics of High Performance TeamsThe Eight Characteristics of High Performance Teams
The Eight Characteristics of High Performance Teams
WINNERS-at-WORK Pty Ltd
 
The Seven Keys to Managing Expectations
The Seven Keys to Managing ExpectationsThe Seven Keys to Managing Expectations
The Seven Keys to Managing Expectations
WINNERS-at-WORK Pty Ltd
 
Maximizing Feedback for Maximum Effect
Maximizing Feedback for Maximum EffectMaximizing Feedback for Maximum Effect
Maximizing Feedback for Maximum Effect
WINNERS-at-WORK Pty Ltd
 
Giving Remote Feedback
Giving Remote Feedback Giving Remote Feedback
Giving Remote Feedback
WINNERS-at-WORK Pty Ltd
 
Ingredients Of Effective Feedback
Ingredients Of Effective FeedbackIngredients Of Effective Feedback
Ingredients Of Effective Feedback
WINNERS-at-WORK Pty Ltd
 

More from WINNERS-at-WORK Pty Ltd (20)

Leading Change Successfully
Leading Change SuccessfullyLeading Change Successfully
Leading Change Successfully
 
Influencing Anybody About Anything
 Influencing Anybody About Anything Influencing Anybody About Anything
Influencing Anybody About Anything
 
Facilitating Effective Meetings
Facilitating Effective MeetingsFacilitating Effective Meetings
Facilitating Effective Meetings
 
Dealing Effectively With Conflict
Dealing Effectively With ConflictDealing Effectively With Conflict
Dealing Effectively With Conflict
 
Performance conversations
Performance conversationsPerformance conversations
Performance conversations
 
Giving Effective Feedback
Giving Effective FeedbackGiving Effective Feedback
Giving Effective Feedback
 
Hire On Future Potential Or Past Performance
Hire On Future Potential Or Past PerformanceHire On Future Potential Or Past Performance
Hire On Future Potential Or Past Performance
 
The Big HR Shifts for the Future
The Big HR Shifts for the FutureThe Big HR Shifts for the Future
The Big HR Shifts for the Future
 
Innovation & continuous improvement conversation
Innovation & continuous improvement conversationInnovation & continuous improvement conversation
Innovation & continuous improvement conversation
 
Being Assertive, Not Aggressive or Passive
Being Assertive, Not Aggressive or Passive Being Assertive, Not Aggressive or Passive
Being Assertive, Not Aggressive or Passive
 
Five Conversations Framework
Five Conversations FrameworkFive Conversations Framework
Five Conversations Framework
 
The Three Key Elements of Productive Working Relationships in Teams
The Three Key Elements of Productive Working Relationships in TeamsThe Three Key Elements of Productive Working Relationships in Teams
The Three Key Elements of Productive Working Relationships in Teams
 
Characteristics of Team Identity
Characteristics of Team IdentityCharacteristics of Team Identity
Characteristics of Team Identity
 
Facilitating a Team Debriefing for Impact
Facilitating a Team Debriefing for ImpactFacilitating a Team Debriefing for Impact
Facilitating a Team Debriefing for Impact
 
How To Be A Continuously Improving Team
How To Be A Continuously Improving TeamHow To Be A Continuously Improving Team
How To Be A Continuously Improving Team
 
The Eight Characteristics of High Performance Teams
The Eight Characteristics of High Performance TeamsThe Eight Characteristics of High Performance Teams
The Eight Characteristics of High Performance Teams
 
The Seven Keys to Managing Expectations
The Seven Keys to Managing ExpectationsThe Seven Keys to Managing Expectations
The Seven Keys to Managing Expectations
 
Maximizing Feedback for Maximum Effect
Maximizing Feedback for Maximum EffectMaximizing Feedback for Maximum Effect
Maximizing Feedback for Maximum Effect
 
Giving Remote Feedback
Giving Remote Feedback Giving Remote Feedback
Giving Remote Feedback
 
Ingredients Of Effective Feedback
Ingredients Of Effective FeedbackIngredients Of Effective Feedback
Ingredients Of Effective Feedback
 

Recently uploaded

Easily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYCEasily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYC
Any kyc Account
 
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
AnnySerafinaLove
 
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
APCO
 
Observation Lab PowerPoint Assignment for TEM 431
Observation Lab PowerPoint Assignment for TEM 431Observation Lab PowerPoint Assignment for TEM 431
Observation Lab PowerPoint Assignment for TEM 431
ecamare2
 
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
SOFTTECHHUB
 
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
my Pandit
 
Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership Agile Tour Geneve 2024Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership Agile Tour Geneve 2024
Kirill Klimov
 
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
taqyea
 
Chapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .pptChapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .ppt
ssuser567e2d
 
Building Your Employer Brand with Social Media
Building Your Employer Brand with Social MediaBuilding Your Employer Brand with Social Media
Building Your Employer Brand with Social Media
LuanWise
 
How to Implement a Real Estate CRM Software
How to Implement a Real Estate CRM SoftwareHow to Implement a Real Estate CRM Software
How to Implement a Real Estate CRM Software
SalesTown
 
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
Aleksey Savkin
 
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta MatkaDpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
 
How MJ Global Leads the Packaging Industry.pdf
How MJ Global Leads the Packaging Industry.pdfHow MJ Global Leads the Packaging Industry.pdf
How MJ Global Leads the Packaging Industry.pdf
MJ Global
 
Business storytelling: key ingredients to a story
Business storytelling: key ingredients to a storyBusiness storytelling: key ingredients to a story
Business storytelling: key ingredients to a story
Alexandra Fulford
 
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfThe 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
thesiliconleaders
 
Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024
Adnet Communications
 
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
bosssp10
 
Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024
Top Forex Brokers Review
 
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
Lacey Max
 

Recently uploaded (20)

Easily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYCEasily Verify Compliance and Security with Binance KYC
Easily Verify Compliance and Security with Binance KYC
 
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
Anny Serafina Love - Letter of Recommendation by Kellen Harkins, MS.
 
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
 
Observation Lab PowerPoint Assignment for TEM 431
Observation Lab PowerPoint Assignment for TEM 431Observation Lab PowerPoint Assignment for TEM 431
Observation Lab PowerPoint Assignment for TEM 431
 
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
Hamster Kombat' Telegram Game Surpasses 100 Million Players—Token Release Sch...
 
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
 
Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership Agile Tour Geneve 2024Organizational Change Leadership Agile Tour Geneve 2024
Organizational Change Leadership Agile Tour Geneve 2024
 
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
一比一原版新西兰奥塔哥大学毕业证(otago毕业证)如何办理
 
Chapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .pptChapter 7 Final business management sciences .ppt
Chapter 7 Final business management sciences .ppt
 
Building Your Employer Brand with Social Media
Building Your Employer Brand with Social MediaBuilding Your Employer Brand with Social Media
Building Your Employer Brand with Social Media
 
How to Implement a Real Estate CRM Software
How to Implement a Real Estate CRM SoftwareHow to Implement a Real Estate CRM Software
How to Implement a Real Estate CRM Software
 
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...
 
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta MatkaDpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Satta Matka
 
How MJ Global Leads the Packaging Industry.pdf
How MJ Global Leads the Packaging Industry.pdfHow MJ Global Leads the Packaging Industry.pdf
How MJ Global Leads the Packaging Industry.pdf
 
Business storytelling: key ingredients to a story
Business storytelling: key ingredients to a storyBusiness storytelling: key ingredients to a story
Business storytelling: key ingredients to a story
 
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdfThe 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
The 10 Most Influential Leaders Guiding Corporate Evolution, 2024.pdf
 
Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024Lundin Gold Corporate Presentation - June 2024
Lundin Gold Corporate Presentation - June 2024
 
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
Call 8867766396 Satta Matka Dpboss Matka Guessing Satta batta Matka 420 Satta...
 
Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024Best Forex Brokers Comparison in INDIA 2024
Best Forex Brokers Comparison in INDIA 2024
 
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
 

The End of Job Descriptions

  • 1. The End of the Job Description: Changing Job Descriptions to Role Descriptions Dr Tim Baker FAHRI www.winnersatwork.com.au
  • 2. Understand the value and importance of the non-job roles employees' play Aims & Objectives Learn the process for converting job descriptions to role descriptions Develop KPIs for the increasingly important roles employees play in the workplace
  • 3.
  • 4. Legal disclaimer You are required to complete any other duties deemed relevant by your manager ....
  • 6. PPssyycchhoollooggiiccaall CCoonnttrraacctt Individual Organisation I offer I expect The organisation expects The organisation offers
  • 7. New Employment Relationship Model Shifting from a Job focus to a Performance focus
  • 8. Roles people play in organisations are more important than the jobs they do...
  • 9. The Work People Do Job Tasks Non-job Tasks Technical skills Team role Skill development role Innovation & Continuous Improvement role SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance
  • 10.
  • 11. Job description v Role description Job descriptions usually define a set of specific tasks and responsibilities that are performed by a particular job-holder. Role descriptions define the tasks and non-job roles that employees are expected to play at work
  • 12. Team Role Leadership The ability to influence others within the team & organization in a positive way. Accountability The degree to which employees accept responsibility for their own work and the work of others they work with.
  • 13. Team Role Collaboration The ability to produce successful outcomes by working cooperatively with others. Communication Refers to the ability to effectively interact and exchange information with other members of the organization and external stakeholders, such as suppliers.
  • 14. Innovation and Continuous Improvement Role Problem solving and critical thinking Continuously seeking to identify, define, critically analyze, and resolve work problems through researching and testing alternative ideas and approaches. Customer responsiveness Involves the ability to identify, understand, build relationships with, and adapt to the requirements of external and internal customers in an appropriate manner.
  • 15. Innovation & Continuous Improvement opportunities
  • 16. Career Role Self-development Developing oneself is associated with the commitment to help in carrying out employment duties now and in the future. Technical development Involves individuals planning and making decisions about education, training, and career choices as well as developing the right skills and knowledge to do so.
  • 17. Ways to Formulate Role Descriptions Dynamic duo method The manager or supervisor chooses two individuals who perform the same role—for example, two accounts receivable clerks—to consider the non-job elements associated with their role. Team method The manager or supervisor chooses three or four individuals, all of whom perform the same role, to complete the document.
  • 18. Which approaches are available to formulate role descriptions? Supervisor–incumbent method The supervisor or manager works with a single employee to complete the role documentation. Single-employee method The employee completes the document him/herself. For roles with only one employee, or for a vacant/new position, this may be the only method available, but it is not collaborative, and therefore is the least preferred method.
  • 19. SOURCE: Baker, T. B. (2013) The End of the Performance Review: A New Approach to Appraising Employee Performance
  • 20. 20% off the price Normally $35 plus postage You get my new book signed for $28 signed plus postage!! Send me an email tim@winnersatwork.com.au by 12 midnight tonight Tim Baker’s latest book, Attracting and Retaining Talent: Becoming an Employer of Choice, provides just the ticket for turning your organization into a great place to work. Professor Marshall Goldsmith I author or editor of 34 books including the global bestsellers MOJO and What Got You Here Won’t Get You There

Editor's Notes

  1. Workplace culture is a product of the employment relationship.