Gain clarity on the key interpersonal, operational and organizational responsibilities required of your role.
Gain greater clarity about why you fund your positions with our unique suite of Role Design processes.
To support you with aligning your people to the roles they play at your organization, ALINITI® brings a fresh perspective and unique approach to the way you may have traditionally written job descriptions and designed your roles.
Beyond simply writing a job description, we are able to guide you through a tried and tested process which helps identify the reasons why you fund the position, what key performance indicators can be used to measure success and use talent assessments to understand the rewards/culture, behavioral traits and key competencies an ideal person would need to be successful in the role.
“You want to write the description for what the job is supposed to be, not just what a person is currently doing…[The Key Accountability Process makes sure] you don’t limit yourself to one perspective.”
“ALINITI helped us fulfill our roles, write job descriptions, and develop key performance indicators for those roles, so we can measure roles in a more objective manner.”
The Key Accountability Process
You may have historically created job descriptions by listing tasks you expect someone to do or even searched online for a generic job description. This may have been enough in the past, but now you may need something a little more unique and specific to your organization’s needs and expectations.
Our Key Accountability Process is facilitated by a trained Advisor and brings together key stakeholders, or Subject Matter Experts (SMEs), of your roles. SMEs are people who know how the job should be done and the performance outcomes that will be used to measure success. Often, SMEs are managers who have been in the job and top performers who are currently in the position.
Through is process you will gain clarity of key responsibilities (What do we need the role to do from and interpersonal, operational and organizational perspective?), key accountabilities (why is the position funded at the organization?) and key priorities (which key accountabilities are the most important and require the most time dedicated to them?).
You can expect to:
“We were chaotic, and we needed organizational discipline…through the Key Accountability Process we defined and agreed on the roles, and now we all work together better than before.”
Ken Wuethrich
Managing Director | Connext
Job Benchmarking
The Job Benchmarking Process is a great complement to our Key Accountability Process. This unique solution let’s the job talk through an interactive process and job assessment, that benchmarks the specific job, not the person in the job.
Using our newly developed key accountabilities as a reference point, your team will complete an online survey that will produce a TriMetrix™ Job Report. The TriMetrix™ Job Report provides a template for the specific talent that is required for successful performance. Based on a unique 37-factor analysis, the TriMetrix™ Job Report lists the job’s requirements into three separate talent categories: rewards/culture, behavioral traits and job attributes.
By investing in Job Benchmarking, you’ll be able to develop the talent necessary for success while eliminating common biases often associated with the hiring and transition process.
You can expect to:
“We knew we needed service people, but we had no direction. Job Benchmarking gave us that direction…It’s not easy, but it’s worth it.”
Ken Elrich
Owner | Solid Blend Technologies
Gap Analysis
Long-term superior performance is directly related to job fit. Job fit, in simple terms, is having the talent that the job requires. By using the Job Benchmark as a blue print for the ideal candidate, we are able to match prospective or current team members through individual talent assessments.
Most people match some, but not necessarily all, job requirements. When this happens, we have a gap. The gap is nothing more than an area for development. One of our Certified Professional Behavioral Analysts will use their expertise to help identify these gaps to support your organization’s hiring, onboarding, training and development practices.
You can expect to:
- The Success Discovery Process
- Talent Management
- Onboarding Planning
- Personal Development Planning
- Dynamic Communications Workshops
- Hidden Talent Workshops
“The Gap Analysis highlighted key gap areas between our candidates’ results and the ideal state benchmark. It was very scientific.”
Scott Hendrix
Board of Advisors | Phillips Tube Group
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