The Multi-Purpose Situation-Specific JP Expert & Pib Speex System

The JP Expert and Pib Speex System comprises a one-stop HR management tool that firstly identifies the critical basic competencies for each job by means of its Job Profiling Expert (JP Expert) component. JP Expert establishes the Areas of Behaviour and Labour Execution [ABLE] of each job. This is done by the scanning of the job against 38 (basic) + 33 (specialised) source competencies [units of human potential] to determine the EIGHT source competencies [human inputs or capacities] that are vital for success in the particular job.

Having established the competencies within no more than 25 to 45 minutes by means of a once-off 360º approach that involves all stakeholders, the user is enabled to:

(1) compile a systematised, down-to-the-point job description in terms of the required job outcomes and their minimum performance prerequisites (viz. building blocks for the formulation of unit standards);

(2) determine the complexity of the job (i.e., establishing the NQF level and job grade);

(3) determine the critical cross-field education and training outcomes of the job, i.e., having the curriculum mapped out for the effective job-related training of incumbents;

(4) apply the Performance Appraisal Scoring Scale [PASS], an ongoing management by objectives tool that gives you control over productivity in the company. The job description now also relates to a pool of scales or indices (tests) in order to compile a tailor-made, job related battery for purposes of situation-specific skills auditing and / or assessment for potential (Pib Speex).

The underlying theory on which the system is based requires that the job be evaluated first, before assessment (Pib Speex) of the potential or auditing of the level of attainment of the employee is undertaken. Once this is in place, assessment (Pib Speex) and / or skills auditing merely boils down to a matching of the ABLE of the job / role / course with the ABLE of the person. In other words: potential, on the one hand, and skills auditing, on the other hand, then becomes mere mental fingerprint matching. Once the employee has been appointed to the job, the Performance Appraisal Scoring Scale (PASS) acts to monitor the worker’s performance throughout his or her career. This takes place by means of two criteria, viz.:

(1) Performance in terms of the competencies of the job, on the one hand; and

(2) Performance in terms of real set targets (management by objectives), on the other hand. However, the use of 360º Performance Management system is not only limited to selection and placement. It can, among other things, be used for purposes of skills auditing of existing employees for purposes of training and development, for the restructuring of the corporate body or parts thereof, to establish the core competencies of the corporate body or divisions or sections etc. The system prints out reports which enable the HR department to take decisions regarding such critical matters as who to employ; what training and development are required in addressing the needs of individual workers; for purposes of career pathing, succession planning etc.