Introduction to Encompassing Visions
Introduction to Encompassing Visions |
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Encompassing Visions aligns people, processes and technology to support the achievement of an organization's strategic objectives. It enables an organization to efficiently integrate, objectively measure, and directly align human resource behaviours with corporate culture, financial, and strategic objectives. This provides a unique ability to adapt more rapidly to global changes impacting the competitive position of the organization.
The Competitive Advantages of Encompassing Visions Over other Job Evaluations: •Comprehensive Approach - By taking into account a broad range of factors, a more accurate evaluation of the job's value provides a fairer and more equitable compensation structure. •Flexibility - The system can be customized to reflect an organizations's values, goals, and culture; and adapted to meet the specific needs of different job roles. •Clarity - Provides a clear and transparent evaluation process. This transparency can help to build trust and confidence among employees and create a positive work environment. •Inclusivity - Considers all aspects of the job, including factors affecting marginalized or underrepresented groups to ensure a fair assessment. •Consistency - With a consistent evaluation process to evaluate all job roles, this helps to prevent bias and ensure that all employees are evaluated fairly and equitably. •Future-Proofing - Encompassing Visions is an adaptable system that stays relevant and effective as job roles and environments change.
The Competitive Advantages of Encompassing Visions over other Job Evaluation Systems
The internationally acclaimed JPS Job Questionnaire© enables the efficient gathering, analysis and scoring of responses that describe the job to be done. It ensures the consistent communication of an organization's vision, values and goals to people in the organization. Encompassing Visions does this through system-generated job descriptions, job evaluation results, job postings, and selection interview guides. An online 360° learning and growth feedback function gathers learning and growth data based on work plan objectives and competencies. This enables job and learning and growth gap analysis, generates training and development suggestions, and creates succession planning recommendations.
Encompassing Visions is a registered trademark of JPS Management Consulting Ltd.
There are several topics you can view to introduce yourself to Encompassing Visions: •Interacting with Encompassing Visions
There are four key assumptions underlying the Encompassing Visions application:
1. Human resource systems exist to support business strategy, organizational strategy and employee effectiveness: the actual work that is being performed.
2. Organizational strategies and work assigned today will change over time and may not be required tomorrow. Organizational change is a norm, not an exception. Flexibility and speed of response are essential to keep up with this change.
3. Organizations are: oincreasing their focus on integrated human resource decision making processes. olinking staffing practices with learning and growth and pay practices. ochallenged by their stakeholders to measure and ensure an objective appraisal of the work being performed. ofocused on re-energizing staff for productivity gains.
4. Organizations are searching for ways to efficiently and effectively capitalize on the tremendous potential that their employees offer the workplace. Decision-making hierarchies and complicated, human resources management systems create barriers to organizational responsiveness, competitiveness and profitability.
Encompassing Visions utilizes a number of input tools which work together to build a wealth of data that can then generate extensive outputs. The following section outlines the basic tools utilized by the application and a summary of results the system can generate.
Inputs Encompassing Visions utilizes questionnaires to identify key information for use in the system. These instruments are used by the organization to gather information and identify perceptions.
The JPS Job Questionnaire© The JPS Job Questionnaire© is a pre-structured multiple-choice instrument that quickly and efficiently gathers and evaluates the skills, efforts, responsibilities and working conditions required to do a Job. It also calculates job-specific competencies.
Competency Alignment Survey The Competency Alignment Survey asks people to rate a number of pre-defined competencies according to how important they think the competencies are to the organization. Compiled results of this survey indicate how effectively corporate values, vision and culture have been communicated to, and are understood by, the people associated with the organization.
Competency and Work Plan Reviews The Competency Review enables learning and growth evaluation of employees from single or multiple rating perspectives: Client, Subordinate, Peer, Incumbent and Supervisor. These employee reviews automatically include the organizationally important and job-specific behavioural Competencies and Technical Skills associated with the employee's assigned Job.
Work Plan Reviews consist of an assessment of the Business Objectives achieved and the Professional Development Objectives realized.
Together, the Competency and Work Plan reviews provide a blended perspective of what each employee achieved as well as how those objectives were accomplished.
Strategic Alignment Encompassing Visions pulls it all together in the Strategic Alignment module, providing a central location which: •enables the communication of business goals by cascading organizational level. •facilitates the development of employee Business Objectives. •provides an opportunity to evaluate the correlation between the achievement of business goals and the success of the organization.
Outputs Using the pre-structured JPS Job Questionnaire© to define what it takes to do the job, and the Competency and Work Plan functions to define expectations and evaluate employee learning and growth, Encompassing Visions provides a variety of reports and analyses:
Job Description The Job Description outlines the key accountabilities, behaviours and technical skills that describe the way the Job is expected to be performed.
Job Evaluation Job Evaluation is completed using customizable, weighted factors that reflect the criteria and values that are important to the organization. This process: •is based on the factors of: skill, effort, responsibility and working conditions. •provides an option to include evaluation rationale in the Job Description report. •allows numerous reports to be generated that ensure the integrity of Job Evaluation responses/results within and between various Jobs.
Job Posting A Job Posting can be generated and printed directly from the application which identifies the accountabilities, behavioural competencies and technical skills that are critically important to successfully performing the assigned Job.
Behavioural Descriptive Interview Guide The Behavioural Descriptive Interview Guide identifies the key behaviours and technical skills required to successfully perform the Job and generates a recruitment document pre-populated with appropriate interview questions.
Single / Multi-Rater (360°) Learning and Growth Evaluation and Feedback Document The Learning and Growth report generated by the application gathers and summarizes the strategic and job-specific competencies demonstrated by the employee, as well as the business and professional development objectives achieved. It also: •identifies the key behavioural competencies and technical skills an employee needs to develop - in their current job. - to be a candidate for promotion or cross-functional transfer. •provides a customizable and specific list of suggestions for how an employee can improve their on-the-job learning and growth.
Organizational Learning and Growth Analysis Analytics built into the application allow organizational leadership to quickly and easily: •identify the most frequently occurring competencies that are strengths to facilitate mentor matching. •identify the most frequently occurring competencies requiring development for any group of employees anywhere in the organization. •enable year-over-year analysis of whether training is making a difference in employee learning and growth. •facilitate correlation analysis of competency/business objective achievements with business result changes.
Succession Planning Objective comparisons identify, in priority sequence, the "best" candidates for a particular job - not just the "best-known" candidates - based on the objective measure of that employee's learning and growth history and how well they would perform the job. |
