The Top 10 Key Points ...
- 1. Important non-job capabilities aren’t usually taken into account during the employee selection process.
- 2. During the induction phase of employment, there’s usually a strong emphasis on preparing the new employee to undertake their job role. There is less emphasis, however, placed on preparing the employee for their organizational role.
- 3. To survive and prosper in a rapidly changing marketplace, companies and employees need more than technical skills training and know-how.
- 4. The consequence of the belief that managers are objective decisionmakers is that they avoid taking into account non-job roles in remuneration considerations.
- 5- The job description has insalubrious control on succession planning decisions. The choice of who replaces whom in the event of an incumbent vacating that position invariably comes down to technical mastery. Non-job performance is not factored into these decisions as much as it ought to be.
- 6. During the standard annual or biannual performance review interview, managers usually confine their appraisal to the technical aspects of the employee’s work.
- 7. The first non-job role in the performance framework is the positive mental attitude and enthusiasm role.
- 8. The second non-job role in the performance framework is the team role.
- 9. The third non-job role in the performance framework is the career development role.
- 10. The fourth non-job role in the performance framework is the innovation and continuous improvement role.
- 1. Adapted from Allan, B. (2013). When an employee outgrew her job description: A case study. http://blog.thecompetencygroup.com/when-an- employee-outgrew-her-job-description-a-case-study/
- 2. Baker, T. (2015). The end ofthejob description: Shiftingfrom ajob-focus to a performance-focus. London: Palgrave Macmillan.
- 3. Ibid.
- 4. Bennett, N., & Lemoine, G.J. (2014). What VUCA really means for you. https://hbr.org/ 2014/01/ what-vuca-really-means-for-you
- 5. Baker, T. (2015). The end ofthejob description: Shiftingfrom afob-focus to a performance-focus. London: Palgrave Macmillan.
- 6. Bruce, S. (2010). Every job has 3 descriptions. http://hrdailyadvisor.blr. com/2010/02/23/every-job-has-3-job-descriptions/
- 7. Baker, T. (2015). The end ofthejob description: Shiftingfrom ajob-focus to a performance-focus. London: Palgrave Macmillan.
- 8. Warner, J. (2012). Top 10 most valued job skills. http://blog.readytoman- age.com/top-10-most-valued-job-skills/
- 9. Ibid.
- 10. Ibid.