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Job Design & Analysis
Creating meaningful and productive roles within your organisation starts with effective job design and analysis. A well-designed job structure not only enhances employee satisfaction and engagement but also contributes to overall organisational success. Added to this, where roles are well defined, the clarity that can follow for your employees supports and contributes to a high performance environment. ANSON’s comprehensive approach to Job Design and Analysis will help you optimise your workforce and maximise productivity.
Job Evaluation and Analysis
In order to provide a thorough evaluation and analysis of your existing job roles and responsibilities our Consultants will examine job descriptions, identify key tasks and competencies, and assess the alignment of job requirements with organisational goals. This analysis helps you gain a clear understanding of your current job structure and its effectiveness. We provide expertise in job classification and grading systems to ensure a fair and consistent approach to job evaluation. Our Consultants assist in establishing job levels and hierarchies based on factors such as responsibilities, decision-making authority, and required qualifications. This helps create transparency and equity within your organisation's job structure. We have conducted classification reviews for organisations covered by Modern Awards in addition to creating structures that fuse multiple awards (and employees who are common law).
Job Redesign
Sometimes, job roles need to be adapted or redesigned to meet changing business needs. Our Consultants work closely with you to identify areas for improvement and recommend changes to optimise job design. We consider factors such as workload distribution, task allocation, skill requirements, and career progression opportunities. The goal is to create roles that are aligned with your business strategy and enable employees to perform at their best.
Competency Framework Development
A robust competency framework underpins your organisation's approach to role clarity and role progression. Well developed competency and capability frameworks can assist your people to understand what their next internal move could be, and support employee retention and succession planning. We can help you build this framework tailored to your organisation's unique needs, defining the knowledge, skills, and behaviours required for each job role and ultimately enabling you to make informed decisions about recruitment, training, and performance management.
Workforce Planning
Workforces grow, shrink and change and strategically managing your people to align with your organisational goals and objectives is a critical success factor for social businesses. We can help you analysing your current workforce, identify future staffing needs and develop and implement strategies to meet those requirements. We consider factors such as retirements, skill gaps, and anticipated business growth or contraction. Workforce planning also involves developing recruitment, training, and retention programs to ensure the right talent is available when needed and ideally creates a balanced and adaptable workforce that can respond effectively to changing realities. The social sector is an increasingly competitive environment for top talent and ANSON's workforce planning support can help you stay ahead of the competition.