Workforce Alignment starts with Job Analysis and Competency Profiling

		WorkforceFitness adopts a diagnostic approach to measuring workforce fitness and alignment. This involves (a) discovery, both qualitative and quantitative analysis and (b) application, identifying how knowledge gained can be applied to achieve client objectives and outcomes.

		Where does workforce alignment start?
		What is the process that WorkforceFitness adopts?

Workforce alignment starts with Job Analysis and Competency Profiling.

Unfortunately, many job descriptions actually create misalignment because they don't detail competencies required for top performance. Nor is there usually a valid and reliable process for measuring them.

WorkforceFitness can help your organisation lay the foundations for improved workforce alignment. A company with an aligned workforce has...

(a) the right types of people;

(b) in the right places at the right time; and

(c) doing the right things right

Retention

Remuneration

Recruitment & Selection

Training & Development

Performance Mngt

Integral to workforce alignment is an understanding of how a person fits the job, organisation and future. Below is the process we follow in laying the foundations for scoping a specific role or range of roles:


Process
Brief	Understanding objectives/strategies/outcomes
Data Gathering	Use of range of tools including Job Analysis Questionnaires/360 degree surveys/Critical Incident Matrix etc
Data Refinement	Where necessary, face to face interviews, telephone interviews and focus groups
Data Analysis	Utilising established competency libraries and combining that with job/organisation/industry specific data. Statistical analysis.
Client Consultation	Making sure client objectives have not changed and staying on track
Application Development	Building bridges between data gathered and analysed and relating back to the client application and purpose:- Recruitment & Selection; Training & Development; Performance Management etc
Recommendations and Reporting	Delivery of outputs including recruitment and selection matrix; behavioural interview questions; individual training reports; psychometric and other assessment; benchmarking etc
Monitoring and Refinement	Ongoing consultation with client to ensure relevance and currency of work undertaken