【正文】 epartment goals at the start of the project aside from being world class. Interviewing the marketing director to establish his views on the departments current goals took approximately 1 – 2 hours. Sample Deliverable ? Canon Future Marketing Goals Template ? None 26 Department Goals Roles Competency Model………. Plan Analyze Test Design Build Deploy 1. Role Definition ompetency Management Academy Design and Development Gap Analysis ………………. Data collection of current goals Data collection of current roles Analyze existing model Analyze existing roles Identify future goals of the anisation Identify key roles and develop descriptions Data collection of current petencies Establish strategic objectives and define use Develop core and functional petencies Identify critical behaviours Map to petencies Define petencies and proficiency levels Create petency dictionary Identify gap between current and suggested proficiency levels Establish strategic objectives and define use Map petencies to roles Validate initial mapping with job incumbents Finalise petency list Refine petency and proficiency levels Finalize petency model Measure effectiveness and results Review and update model Assess existing employee petency gaps Implement planning and training Marketing Talent Management 1. Role Definition – Roles 27 Objectives ? Collate an ?As Is? view of the marketing departments current roles and anisation structure. Data collection of current roles Primary Inputs ? Current Role List ? Job Descriptions Primary Deliverables ? Current Roles List and Descriptions Secondary Deliverables ? None Key Terms ? Job description: lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, petencies required etc. ? Job analysis: purpose of job analysis is to document the requirements of a job and the work performed. There are several ways to conduct a job analysis, including: interviews with incumbents and supervisors, questionnaires (structured, openended, or both), observation, and gathering background information such as duty statements or classification specifications. ? Competency: Competencies are the knowledge, skills, abilities and behaviors associated with top performance in a role or job. ? Proficiency Level: The specific behavioral indicators that indicate successful performance of a petency at varying levels. Participating Roles ? Managers ? Employees Responsible Roles ? HR Executive ? HR Director ? Training Representative Analyze existing roles Identify key roles and develop role descriptions Define Role Definition Roles Plan Sample Deliverable ? Microsoft BMO Existing Roles ? Microsoft Questionnaire ? Canon Questionnaire Template ? None 28 Data collection of current roles Analyze existing roles Identify key roles and develop role descriptions Define Role Definition Roles Plan Overview Plan ? Review the marketing department current job roles through examining the anisation chart and job descriptions as available. ? Collate the current roles, their responsibilities and interdependencies between roles. ? If available, collect role related petency / proficiency level information to help gain an understanding of the level roles operate at. ? Establish the number of people in each role. ? Review the anisation chart to ensure you know the reporting lines and areas of responsibility. ? Depending on the amount of information available to you, you may need to conduct some job analysis to gather information from current marketing employees to determine their current roles and responsibilities. Best practice suggests you should interview 10% of the employee population, and 5% of the managerial population. This is not always practicable. The type of information gathering technique you use will depend on the number of people you need to talk to and the time available. Client Example ? Canon: Job descriptions were available for a small number of roles only. Conducting interview analysis and workshops took approximately 5 days based on a marketing population of 1000. Approximately 50 people were interviewed or participated in a workshop. 29 Objectives ? Understand current roles and how they function. Data collection of current roles Primary Inputs ? Current Role List ? Job Descriptions Primary Deliverables ? Current Roles List and Descriptions Secondary Deliverables ? None Key Terms ? Job description: lists of the general tasks, or functions, and responsibilities of a position. Typically, they also include to whom the position reports, specifications such as the qualifications needed by the person in the job, salary range for the position, petencies required etc. ? Job analysis: purpose of job analysis is to document the requirements of a job and the work performed. There are several ways to conduct a job analysis, including: interviews with incumbents and supervisors, questionnaires (structured, openended, or both), observation, and gathering background information such as duty statements or classification specifications. ? Competency: Competencies are the knowledge, skills, abilities and behaviors associated with top performance in a role or job. ? Job: Collection of tasks, duties, and responsibilities assigned to one or more individuals whose work is of the same nature. Participating Roles ? Managers ? Employees Responsible Roles ? HR Executive ? HR Director ? Training Rep