Development
Job Profiling
The aim of systematic job profiling is to collect, manage and transmit information on individual positions, regarding purpose, responsibilities, processes, skills expected, medium-long term objectives, requisites and quantitative aspects.
Job profiling is the documentary base used for the job grading processes required to determine remuneration, skills profiling, individual performance reports, role training, career paths and recruitment requisites.
Job descriptions are often particularly voluminous, comprising pages upon pages of documents that prove complicated to transmit and arduous to update. This means they become rapidly outdated, rendering the work that went into them ineffective.
Praxi’s most recent job descriptions are based on a new model that identifies:
- the role , i.e. the levels of responsibility and the abilities required to handle the responsibilities the job entails
- the position, i.e. a description of the specific aspects of the job (technical skills and processes the position is involved in, highlighting the level of responsibility within a RACI framework. Quantitative aspects. Who answers to the figure and who the figure answers to
the ratio between role and position is therefore 1 to many.
Our job description model offers a number of advantages, making it possible to:
- clarify levels of organisational responsibility
- compare jobs by setting out the specific technical aspects peculiar to each
- plan careers
- manage the system for evaluating the weight carried by positions and the remuneration they require: fairness (pay for responsibility) and management of costs through predetermined pay scales
- explain to employees their responsibilities and scope of operations, and the company’s expectations
- plan properly structured cross-company and profession-based training
- link positions with processes, thus integrating the organisation system
- link job descriptions to the performance management systemm
- update job descriptions more easily as company organisation evolves
- use outputs in the Organisational Model required pursuant to Legislative Decree no. 231/2001.
Competency System
A proper competency system allows companies to define the competencies instrumental to its functioning and development, making its expectations clear to employees. It enhances self-knowledge, protects company know-how and key people, cuts the risk of failure, cultivates intellectual resources, integrates HRD processes, renders training and processes more effective and efficient and reduces operating costs. In short, it sharpens competitive edge.
PRAXI has used this method to develop over 200 projects.
Training Management
An effective training process has a direct economic impact on company results. PRAXI’s careful analysis of training models allows companies to re-design them with a view to boosting performance and measuring results more effectively.
PRAXI trains all players in the training system.
Assessment and Development Center
Thanks to a business-game-based assessment method, Praxi offers clients a more extensive, accurate understanding of their staff’s skills and potential, thus allowing them to make better-informed, more effective organisational and business choices and to protect their company from risks.
PRAXI4People
Personnel departments, especially in medium-sized companies, today tend to store their information on a variety of supports, often unsecured. PRAXI4People is an effective solution for rationalising management, integrating processes and optimising human resources data management.
PRAXI4People is a modular software developed by Praxi to support HRD processes. It has been implemented over 40 times and applied for 6 years in companies of various sizes and in different sectors. The experience accrued and the suggestions received from our clients have allowed us to move on to PRAXI4People: more user-friendly than ever, with new functions and able to run on multiple devices.