The parameters of management are well defined today. Tens of thousands of books have been written on the subject. Thousands of degree courses and business programmes are available. Theories and best practice models help clarify the mystery of management.
Management remains, however, an inexact science. Defining and benchmarking job competencies bring clarity and focus to the majority of people management competencies that comprise most jobs, but are difficult to measure.
The TriMetrix job benchmark measures 37 of these ‘soft’ people management factors which constitute up to 80% of all positions today. The ‘hard’ factors are job specific requirements – specialist knowledge, technical skill – and are easier to identify and measure by observation.
The TriMetrix job benchmark measures the people management skills, behaviour and culture needed for superior performance. Unbiased input regarding the specific requirements of the job in question is applied to the TriMetrix job benchmarking process.
The result is an evaluative report that analyses a total of 37 separate areas with additional feedback subdivided into:
• 23 attributes,
• eight behaviours
• six rewards/culture motivators.
The 23 Attributes
The 23 Attributes that are measured are derived from the science of Axiology which objectively measures how a person makes decisions based on their internal value system and the influence their capabilities have on beliefs, decisions and actions. The 23 attributes includes such factors as:
• Self Management: Prioritise and complete tasks in order to deliver desired outcomes within allotted time frames
• Results Orientation: Identify actions necessary to complete tasks and obtain results
The Eight Behaviours
There are eight observable behaviours and related emotions that contribute to the success on the job. When matched to the job, they play a large role in enhancing performance. The behaviours rank the traits that most closely describe the natural behavioural style of the job. When your job requires the use of your top behavioural traits, your potential for success increases, as do your levels of personal and professional satisfaction.
One example of a behaviour is:
• Analysis of Data: The job deals with a large number of details. It requires that details, data and facts are analysed and challenged prior to making decisions and that important decision-making data is maintained accurately for repeated examination as required
The Six Rewards / Culture Motivators
The motivational drivers of the job are the underlying values or rewards/culture. Aligning the passions of the job with your own drivers is the best way to get a fit that works. You will feel energised and successful at work when your job supports your personal values.
An example of a rewards/culture factors measured is:
• Aesthetic: Rewards those who value balance in their lives, creative self-expression, beauty and nature