Job profiling research during workers organization

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This Research was conducted to correct the distribution of the responsibilities and evaluate the need of Jobs. This research included entire organization management staff, as samples. The instrument used to gather research data includes Personality Type Profile test, Job Analysis questionnaire and a Job description form. JAQ and PTP were filled by the employee for themselves. JAQ helped the HR team to evaluate what the Employee knows about his responsibilities. On the other hand PTP test helped HR team to evaluate the personality of the employee. The outcomes of these questionnaires were then discussed with their respective supervisors to finalize Job Description. JDs were then agreed by the Job Holders, Immediate Supervisors and Next Supervisors. Whereas, after assigning responsibilities to the existing employees, few gaps were identified, for which new positions will be announced.

Introduction

Job Profiling Research is a part of Organization Development/Human Resource Development, which is a process of expansion management, carefully planned and executed to ameliorate the organization, its employees and its stakeholders, in terms of increase in productivity, which ultimately results in increased economic value. Job Profiling Research is conducted during the Team Building Stage of OD/HRD. It is a process of gathering information about the Job, analysing it and communicating expectations of the organization from the Job. This process also helps to evaluate the need of human resource, to meet Organizational Objective.

The Primary objective of this research is to figure out the Gaps and overlaps between responsibilities. Gaps are filled with new positions whereas; overlaps are removed by correcting responsibility distribution.

The research was conducted on individual positions separately. It mainly focused on evaluating three major areas of a Job.

Job Profiling Research process can be divided into two phases.

Existing Job Analysis and Restatements

Generating New Positions

After the completion of the prior stage of Organization Structuring, the company is flattened to three managerial stages as shown in the Hierarchal Chart in Appendix B. Fourteen managerial position can cover entire spectrum of responsibilities to meet organizational objectives. Job profiling may align and correct the distribution of responsibilities.

Methodology

The Responsibility Spectrum of the company is divided into three areas with 12% cross - functional responsibilities.

Operations & Projects

Finance

Sales & Marketing

Job Profiling didn't eliminate cross - functionalities. Whereas, the outcomes of Job profiling in the form of Job Description were agreed by the Job Holder, Immediate Supervisor and Next supervisor as well. The supervisors analyzed every cross function themselves, to prevent from responsibility Overlaps.

Strategy

Job Profiling Research was conducted down the hierarchy, from the top level management to the line management, which directly helped in identifying the Gaps and Overlaps in the responsibilities. Cross - Functionalities are not overlaps, they are merely coordinating tasks between differentiated Responsibility Areas. It was conducted into two stages. In the first stage Personality type of every managerial staff was determined, which was compared with the requirement of the position he holds. Minor differences in personality types will be eliminated after the trainings recommended by Training Need Analysis (TNA) Team. In the second stage Job details were gathered.

The entire process of Job Profiling Research for existing jobs was divided into three steps.

This three steps process gave an outcome in the form of revised Job descriptions for existing positions. This also helped the supervisors to figure out the gaps in the responsibility distribution in their team.

Whereas, HR team with the respective supervisors evaluated those Gaps and stated Job Descriptions for new positions. These Job Descriptions were approved by the respective supervisors and authorities.

Population and Sample

Job Profiling Research is focusing on correcting distribution of responsibilities in the organization internally, therefore, the Population for this research was the entire organization, whereas, every employee of the management category in the company was the research sample, including those employees who were involved in conducting this research.

Research Instruments

The two types of instruments to conduct this research were structured Personality Type Profiling Tests and Job Analysis Questionnaire, which were designed in collaboration with Capital HR Consultants Limited. Whereas the Outcomes of the research were incorporated in the Job Description forms.

Personality Type Profiling Test (PTP)

The Personality Type Profiling (PTP) test was designed on Myers Briggs Type Indicators (MBTI) keeping MBTI questionnaire design and assessment methods in consideration, which is a complete Psychometric assessment system of measuring the rational and irrational attributes of making preferences in building perception and making decision. The questionnaire helped to evaluate and compare the dominances in following indicators of characteristics, in the subject's personality, into dichotomy pattern.

Introvert (I) vs. Extravert (E) "measures Attitude and behavior"

Intuitive (N) vs. Sensate (S) "measures dominant Functions working in conjunction with attitude"

Thinking (T) vs. Feeling (F) "measures dominant Functions working in conjunction with attitude"

Judgmental (J) vs. Perceptive (P) "measures preferred behavior to Lifestyle"

A sample of PTP Test is attached in Appendix A.

Job Analysis Questionnaire (JAQ)

The purpose of this questionnaire was to gather information about the present distribution of responsibilities. Job Analysis Questionnaire (JAQ) was designed to be filled with relevant information about the present job at the certain unit of the company. Every employee filled it for themselves with their actual work details. They were instructed not to fill it with what they think they should do. They were asked to consult and get their questionnaire reviewed by their immediate supervisors, as well.

The structure of the questionnaire consists of two sections. First section is the task based responsibility information, as comprehended by the employee to be covered in an average work shift. The areas covered in this questionnaire are as follows.

Tasks as seen by the employee

% time of an average shift he invests

Frequency of reoccurrences

Importance of the Task

Blank Space to be filled by HR team after discussing it with supervisor

Second section is pure Job Requirements as understood by the employee. This section focuses mainly constitutes following areas.

Know - How Requirements

Problem Solving

Accountability

Main Job Requirements

Suggestions from the employee

A sample of JAQ is attached in Appendix A.

Job Description Form (JD)

Job Description is a standardized organization document, which contain information about a job position. The design of the Job Description is very comprehensive. It is headed by position details and footed by Job Description Agreement, with ten different areas covering Job Details.

Job Purpose

Dimensions

Key Results Areas

Organization Chart

Background Information and Main Activities

Decision Making Authority and Control

Assignment and Planning of work

Work Relationship

Problem/Key features

Job Qualification

Discussion

The outcomes of Personality Type Profiling tests were a little deviated from the required type by lagging 18.08 points. The overall organization's personality required to lie in the ESTJ Supervisor category, whereas the actual personality type of the organization lies in ESFP category. Organizations behavior towards demonstrating preferences is perceptive, whereas the expansion need is judgmental. Six individuals were identified and recommended for personality training, whereas Manager HR/Admin demonstrated a much diverse and stronger personality. The results have been forwarded to TNA team, with recommendations, for further analysis and suggestions. See Appendix C for the detailed outcomes of PTP test.

Job Analysis Questionnaires (JAQ) identified single gap and multiple overlap in the organization responsibility spectrum. These overlaps were analyzed with the supervisors and JDs were restated. After discussions, these JDs were mutually agreed by the Job Holder, Immediate Supervisor and next Supervisor. A new position for a Market Research Analyst is required to be generated.

Conclusion

Before finalizing the research the outcomes were discussed with the Chief Executive Officer. The research results and their analysis by standardized methods candidly display need for trainings. Company's overall personality profiling has been very good and to grow further, now it needs a little more improvement.

Job Descriptions restatement have been completed and delivered to the employees. They comprehended the expectations of the company from them. Due to the flattening of the Hierarchy and proper distribution of responsibilities, overlaps were removed, cross - functions were preserved (See Appendix B - Hierarchal Chart) and a new position was identified.

Recommendations

Restructuring the company has incorporate major changes in the authority line and responsibilities, which are focused towards exponential growth of the company. To ensure seamless development, the company needs to accelerate following procedures.

Expedite Trainings Need Analysis program

Immediate arrangement on TNA suggestions

Immediate implementation on Revised JDs

Hiring for the new position Generated

Appendix A

Personality Type Profile

Name: _________________________________ Department: _________________

Designation: ____________________________ Employee ID: _________________

PART I - INSTRUCTIONS

Read each question carefully. Indicate your answer by putting an "X" in the box in the correct column. Be sure and match the "letter" answer with the appropriate "letter" column (clearly marked boxes against each question).

A

B

C

D

E

F

G

H

1.

When you go somewhere for the day, would you rather:

 

 

 

 

 

 

 

 

 

G.

Plan what you will do and when

 

 

 

 

 

 

 

 

 

H.

Just go

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

2.

If you were a teacher, would you rather teach:

 

 

 

 

 

 

 

 

 

C.

Fact Courses

 

 

 

 

 

 

 

 

 

D.

Courses involving theory

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

3.

Are you usually:

 

 

 

 

 

 

 

 

A.

A "good mixer" or sociable person

 

 

 

 

 

 

 

 

B.

Rather quiet and reserved person

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

4.

When you make decisions, do you more often let:

 

 

 

 

 

 

 

 

F.

Your heart rule your head

 

 

 

 

 

 

 

 

E.

Your head rule your heart

 

 

 

 

 

 

 

 

 

 

 

 

 

 

5.

In doing something that many other people do, does it appeal to you more to:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

D.

do it in a new way invented by you.

 

 

 

 

 

 

 

 

 

C.

do it in the accepted way by the others.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

6.

Among your friends, are you:

 

 

 

 

 

 

 

 

A.

Full of news about everybody

 

 

 

 

 

 

 

B.

One of the last to hear what is going on

 

 

 

 

 

 

 

7.

Does the idea of making a list of what you should get done over a weekend:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

G.

appeals to you

 

 

 

 

 

 

 

 

H.

leave you cold

 

 

 

 

 

 

 

8.

When you have a special job to do, do you like to:

 

 

 

 

 

 

 

 

G.

Organize it carefully before you start

 

 

 

 

 

 

 

 

H.

Find out what is necessary as you go along

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

9.

Do you tend to have:

 

 

 

 

 

 

 

 

 

A.

Broad friendships with many different people

 

 

 

 

 

 

 

 

 

B.

Deep friendships with a very few people

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

10

Do you admire more the people who are:

 

 

 

 

 

 

 

 

 

C.

conventional enough never to make themselves noticeable

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

D.

Too original an individual to care whether they are noticeable or not

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

11

Do you prefer to:

 

 

 

 

 

 

 

 

 

G.

Arrange picnics, meets, gatherings, etc., well in advance

 

 

 

 

 

 

 

 

 

H.

Be free to do whatever looks like fun when the time comes 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

12

Do you usually get along better with:

 

 

 

 

 

 

 

 

 

 

 

C.

Realistic people

 

 

 

 

 

 

 

 

 

D.

Imaginative people

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

13

When you are with a group of people, would you usually rather:

 

 

 

 

 

 

 

 

 

A.

Join in the discussion of the group

 

 

 

 

 

 

 

 

 

B.

Talk with one person at a time

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

14

It is the higher compliment for you to be called:

 

 

 

 

 

 

 

 

 

F.

A person of real feeling

 

 

 

 

 

 

 

 

 

E.

A person who is always reasonable

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

15

In reading for pleasure, do you:

 

 

 

 

 

 

 

 

 

D.

C.

Like writers to say exactly what they mean

Enjoy odd, or original ways of saying things

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

16

Do you:

 

 

 

 

 

 

 

 

 

A.

Talk easily to almost anyone for as long as you have to

 

 

 

 

 

 

 

 

 

B.

Find a lot to say only to certain people or under certain conditions

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

17

Does following a schedule:

 

 

 

 

 

 

 

 

 

G.

Appeal to you

 

 

 

 

 

 

 

 

 

H.

Restrict you

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

18

When it is settled well in advance that you will do a certain thing at a certain time, do you find it:

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

G.

Nice to be able to plan accordingly

 

 

 

 

 

 

 

 

 

H.

A little unpleasant to be tied down

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

19

Are you more successful:

 

 

 

 

 

 

 

 

 

G.

At following a carefully worked out plan

 

 

 

 

 

 

 

 

 

H.

At dealing with the unexpected and seeing quickly what should be done

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

20

Would you rather be considered:

 

 

 

 

 

 

 

 

 

C.

A practical person

 

 

 

 

 

 

 

 

 

D.

An inventive or imaginative person

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

21

In a large group, do you more often:

 

 

 

 

 

 

 

 

 

A.

Introduce others

 

 

 

 

 

 

 

 

 

B.

Get introduced

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

22

Do you usually:

 

 

 

 

 

 

 

 

 

F.

Value sentiment more than logic

 

 

 

 

 

 

 

 

 

E.

Value logic more than sentiment

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

23

Would you rather have as a friend:

 

 

 

 

 

 

 

 

 

D.

Someone who is always coming up with new ideas

 

 

 

 

 

 

 

 

 

C.

Someone who is more reliant on facts

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

24

Can the new people you meet tell what you are interested in:

 

 

 

 

 

 

 

 

 

A.

Right away

 

 

 

 

 

 

 

 

B.

Only after they really get to know you

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

25

In your daily work, do you:

 

 

 

 

 

 

 

 

 

G.

Usually plan your work so you won't need to work under pressure

 

 

 

 

 

 

 

 

 

H.

Rather enjoy an emergency that makes you work against

 

 

 

 

 

 

 

 

 

time

 

 

 

 

 

 

 

26

Do you usually:

 

 

 

 

 

 

 

 

 

A.

Show your feelings freely

 

 

 

 

 

 

 

 

 

B.

Keep your feelings to yourself

 

 

 

 

 

 

 

 

 

 

PART II - INSTRUCTIONS

Mark one of the two options for each question as to which word in each pair appeals to you more? Think what the words mean, not how they sound.

A

B

C

D

E

F

G

H

27

G.

Scheduled

 

 

 

 

 

 

 

 

 

H.

Unplanned

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

28

C.

Facts

 

 

 

 

 

 

 

 

 

D.

Ideas

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

29

B.

Quiet

 

 

 

 

 

 

 

 

 

A.

Hearty

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

30

E.

Convincing

 

 

 

 

 

 

 

 

 

F.

Touching

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

31

D.

Imaginative

 

 

 

 

 

 

 

 

 

C.

Matter-of-fact

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

32

E.

Benefits

 

 

 

 

 

 

 

 

 

F.

Blessings

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

33

F.

Peacemaker

 

 

 

 

 

 

 

 

 

E.

Judge

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

34

G.

Systematic

 

 

 

 

 

 

 

 

 

H.

Spontaneous

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

35

C.

Statement

 

 

 

 

 

 

 

 

 

D.

Concept

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

36

B.

Reserved

 

 

 

 

 

 

 

 

A.

Talkative

 

 

37

E.

Analyze

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

F.

Sympathize

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

38

D.

Create

 

 

 

 

 

 

 

 

 

E.

Make

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

39

E.

Determined

 

 

 

 

 

 

 

 

 

F.

Devoted

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

40

F.

Gentle

 

 

 

 

 

 

 

 

 

E.

Firm

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

41

G.

Systematic

 

 

 

 

 

 

 

 

 

H.

Casual

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

42

C.

Certainty

 

 

 

 

 

 

 

 

 

D.

Theory

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

Job Analysis Questionnaire

Instructions: The reason of this questionnaire is to gain relevant information about your current job at certain organizational unit in the company. Please do it as precisely, as you can reflect your genuine work and not how you imagine it should be done. Please have the completed JAQ reviewed by your reporting head before sending it to HRD.

Job Holder Name: __________________ Designation: ___________ Location: ___________

Reporting to: ______________________ Designation: ___________ Location: ___________

Basic Function or Purpose: ____________________________________________________

List down 7 most significant tasks you perform (please be exact)

Please Check √

% of Time

Frequency

Importance

1

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

 

 

Daily

Weekly

 Monthly

 Annually

Occasionally

 Low

 Medium

 High

2

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

3

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

 

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

4

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

 

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

5

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

High

 

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

6

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

 

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

7

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

 High

 

 

 

 Daily

 Weekly

Monthly

Annually

Occasionally

 Low

 Medium

High

Note: If you have more than 7 tasks list them below or use the space at the back.

KNOW HOW REQUIREMENTS: (Describe Briefly)

1.Technical:

2.Managerial:

3.Human Relation Skills:

PROBLEM-SOLVING (Describe Briefly)

4.Thinking Challenge (complexity of Problem):

5.Thinking Environment ( Creativity Required )

ACCOUNTIBILITY

6.Freedom to Act ( Authority Limits )

7.Magnitude ( Size/Area of Business clearly affected)

8.Impact ( Direct, Indirect, Contributory to Business)

What other tasks do you think you should be doing but you are not doing at present?

 

 

 

JOB REQUIREMENTS:

9.Education:

10.Certiciation(s):

11.Specialized Areas of Study / Majors:

12.Special Training(s):

 

What tasks do you do at present but you think should be done by other people?

 

 

What suggestions do you have to improve the overall organizational set up in Media Communications Company?

 

 

Job Holder (Date & Signature):

Reviewed by (Date & Signature):

Job Description

MEDIA COMMUNICATIONS COMPANY

Job Title:

Work Location:

Reports to:

(Job Title Only)

Name :

(Job Holder)

Department :

JOB DESCRIPTION FORM

JOB PURPOSE

(Summarize in one statement why this job exists and the role it plays for the overall Business of the Company.)

DIMENSIONS

(List the data which shows the scope and scale of activities with which this job is concerned.)

Management Non-Management

Subordinate Staff - Direct :

- Total :

Total Department Budget Revex :

Capex :

Any Other Relevant Statistics

3. KEY RESULTS AREAS

(Describe the major end results,(not the duties or activities) and their impact on Company

Operations / business the job is expected to achieve.)

4. ORGANIZATION CHART

(Immediate Superior job)

(Job under Description) (Peers of job Holder)

(Direct Subordinates of Job Holder) (Their functions)

5. BACKGROUND INFORMATION AND MAIN ACTIVITIES

(Explain the role of job Holder's Department in the Company, the job's role within the Department and what main areas the job covers.)

6. DECISION MAKING AUTHORITY AND CONTROLS

(Describe the type of decisions made alone, those on which the superior or others must be consulted, those referred to a higher level, and job procedures to be followed.)

a) Own Decisions:

b) Must consult superior or others before deciding:

c) Must obtain approval of superior before taking action:

7. ASSIGNMENT AND PLANNING OF WORK

(Describe who generates the work in job Holder's Department, to what extent is it the incumbent himself, his superior or other people?)

8. WORK RELATIONSHIPS

(Describe the function and nature of the main internal and external contacts, other than with the

Job Holder's immediate Superior and Subordinates, which are necessary to perform the job.)

The main internal contacts are with:

The main external contacts are with:

9. PROBLEM / KEY FEATURES

(Describe the most difficult and complex parts as well as the main challenges of the Job and other significant features not covered elsewhere.)

10. Job Qualification

(Describe the minimum qualification requirement for the job at the acceptance performance level.)

Knowledge (Education) :

Experience :

Skills / Competencies :

Job Description

Agreed by:

1. Job Holder

Name Designation Signature Date

2. Immediate Superior

3. Next Superior

Appendix B - Hierarchal Chart

Appendix C - Descriptive Statistics

Personality Type Profiling Test Results

S. No.

Positions

Extravert (%)

Introvert (%)

Intuition (%)

Sensate (%)

Thinking (%)

Feeling (%)

Judgmental (%)

Perceptive (%)

Personality Type

Actual

Required

Actual

Required

Actual

Required

Actual

Required

Actual

Required

Actual

Required

Actual

Required

Actual

Required

Actual

1

Chairman/CEO

83.00

94.00

17.00

6.00

43.00

23.00

57.00

77.00

84.00

75.00

16.00

25.00

35.00

49.00

65.00

51.00

ESTP Promoter

2

COO

77.00

85.00

23.00

15.00

23.00

95.00

77.00

5.00

66.00

65.00

34.00

35.00

17.00

88.00

83.00

12.00

ESTP Promoter

3

CFO

75.00

85.00

25.00

15.00

17.00

25.00

83.00

75.00

66.00

65.00

34.00

35.00

33.00

49.00

67.00

51.00

ESTP Promoter

4

CMO

67.00

95.00

33.00

5.00

66.00

85.00

34.00

15.00

67.00

75.00

33.00

25.00

15.00

75.00

85.00

25.00

ENTP Inventor

5

Manager Media Production (Advertising)

45.00

33.00

55.00

67.00

15.00

15.00

85.00

85.00

33.00

55.00

67.00

45.00

25.00

25.00

75.00

75.00

ISFP Composer

6

Manager Media Production (Print, Graphics & Animation)

45.00

33.00

55.00

67.00

15.00

15.00

85.00

85.00

67.00

45.00

33.00

55.00

25.00

25.00

75.00

75.00

ISTP Craftsman

7

Manager Procurement/ Media Purchase

56.00

65.00

44.00

35.00

33.00

25.00

67.00

75.00

25.00

25.00

75.00

75.00

85.00

80.00

15.00

20.00

ESFJ Provider

8

Manager HR/Admin

55.00

45.00

45.00

55.00

75.00

66.00

25.00

34.00

25.00

34.00

75.00

66.00

75.00

70.00

25.00

30.00

ENFJ Teacher

9

Manager Costing & Finance

75.00

55.00

25.00

45.00

27.00

27.00

73.00

73.00

37.00

34.00

63.00

66.00

47.00

33.00

53.00

67.00

ESFP Performer

10

Manager Audit

17.00

22.00

83.00

78.00

33.00

33.00

67.00

67.00

55.00

75.00

45.00

25.00

21.00

55.00

79.00

45.00

ISTP Craftsman

11

Manager Marketing

17.00

23.00

83.00

77.00

95.00

75.00

5.00

25.00

33.00

55.00

67.00

45.00

33.00

55.00

67.00

45.00

INFP Healer

12

Manager Sales

56.00

66.00

44.00

34.00

66.00

75.00

34.00

25.00

33.00

25.00

67.00

75.00

33.00

25.00

67.00

75.00

ENFP Champion

13

CR Manager

33.00

22.00

67.00

78.00

88.00

88.00

12.00

12.00

33.00

25.00

67.00

75.00

25.00

75.00

75.00

25.00

INFP Healer

 

Overall Organization

53.92

55.62

46.08

44.38

45.85

49.77

54.15

50.23

48.00

50.23

52.00

49.77

36.08

54.15

63.92

45.85

ESFP Performer

Red = Weeker Black = Strong Green = Stronger

Overall Organization Personality Analysis

As the market positioning and company's overall image improved during a couple of years, which led the company to expend, the overall organization personality was required to lie in ESTJ Supervisor category. Whereas the evaluated personality is ESFP Performer catagory. Overall laggign is 18.08 points (+1.70, -3.92, +2.23 & 18.07). The comparetive analysis of the organizational preferences are as under.

Remarks

Major difference is in the Demonstrating Function (Lifestyle). Judgmental function was required to be dominant, but overall organization demonstrated perceptive function. The between the two preferences is 18.07%. For this reason, Individual Analysis has been forwarded to TNA team, with six individuals recommended to for training.

Distribution of Responsibilities Graphical analysis

Current Distribution of Responsibilities

Figure - Current Distribution of Responsibilities

Previous Distribution of Responsibilities

GAP 6%

Figure - Previous Distribution of Responsibilities

References and Citations

Website(s)

http://www.meirglobal.com/job-profiling-process/

http://www.leadershipsolutions.co.nz/services_growing.cfm

http://www.wischik.com/damon/Texts/myersbriggs.html

http://en.wikipedia.org/wiki/

Book(s)

Human Resource Management A Contemporary Approach 4th edition by IAN BEARDWELL, LEN HOLDEN and TIM CLAYDON

Essentials of Myers-Briggs Type Indicator Assessment 2nd edition by Naomi L. Quenk

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