ROLE DECONSTRUCTION METHODOLOGY

1. ROLE DECONSTRUCTION ROLE DECONSTRUCTION METHODOLOGY METHODOLOGY "Role deconstruction methodology" can refer to a method or technique for dissecting and evaluating the elements, obligations, and duties of a certain function inside an organization. The term "role deconstruction methodology" generally describes a procedure for dissecting and evaluating a particular position or role inside an organization. The objective of this methodology is to comprehend the different elements and duties related to a specific role. The fundamental strength of PeopleBlox is in its unmatched capacity to methodically break down the competencies required for each function. Our deconstruction technique consists of four steps: each role is disassembled into competency Towers, which are then divided into competency Blocks, which are then divided into competency Granules. At every Block, we also construct unique Rating Scales. When dissecting a role, you could take into account the following general approach: Purpose of the Role: Understand the overarching purpose and objectives of the role. Identify how the role contributes to the organization's goals and mission. Conduct Stakeholder Interviews: Interview current or past role holders, managers, and team members. Gather insights on the expectations, challenges, and key responsibilities associated with the role. Document Role Requirements: 1 | P a g e

2. Clearly outline the skills, qualifications, and experience necessary for the role. Specify any certifications, education, or training needed. Hear from our client partner Identify Key Responsibilities: List the primary duties and tasks associated with the role. Prioritize responsibilities based on their impact on the team and organization. Determine Decision-Making Authority: Clarify the decision-making power associated with the role. Specify the level of autonomy and responsibility in making key decisions. Examine Interactions and Relationships: Analyze the role's interactions with other team members, departments, and external stakeholders. Identify collaboration points and communication channels. Assess Performance Metrics: Define key performance indicators (KPIs) that measure success in the role. Determine how performance will be evaluated and measured. Consider Future Evolution: Anticipate how the role may evolve in the future. Evaluate potential skill gaps and emerging requirements. Review Organizational Alignment: Ensure that the role aligns with the overall structure and strategy of the organization. Identify any cross-functional dependencies. Document Findings and Recommendations: Compile all information gathered during the deconstruction process. 2 | P a g e

3. Provide recommendations for role optimization, development, or restructuring. Feedback and Validation: Share findings with relevant stakeholders for feedback and validation. Incorporate suggestions and make necessary adjustments. Continuous Improvement: Regularly revisit and update the role deconstruction as the organization evolves. Adjust the role based on feedback, changing business needs, or industry trends. This methodology makes sure that a role is understood in a methodical and thorough way, which helps an organization manage, prepare for succession, and develop people. Organizations can better align talent with business objectives, acquire a thorough understanding of their workforce structure, and streamline their recruitment and development processes by breaking down roles in this way. Watch an informative video right from our Co-founder The relationship between skills and work Organizations must increasingly acknowledge that each employee has a unique combination of skills—more unique than the employees may realize—and that these skills are increasingly becoming the currency of work as the workplace shifts from a job-based to a skill-based environment. Ask the typical employee to list their skills, and they typically list approximately seven. However, a system that uses a person's employment history to estimate capabilities returns an average score of 22. That represents a three-fold discrepancy between what our talent will tell us and what an algorithm can deduce about it. Organizations are leveraging technology and technologies more frequently to match skilled workers with various job kinds and to showcase the abundance of 3 | P a g e

4. talents at their disposal. In doing so, a "completely customized, uniquely modular set of reskilling pathways" is produced. On the other hand, this means that skills, especially technical ones, are losing some of their usefulness over time, and it is the responsibility of both businesses and individuals to stay current. Organizations are always looking for creative ways to maximize the potential of their personnel in the dynamic field of human resources. Presenting PeopleBlox, a state-of-the-art talent intelligence tool that is revolutionizing the way companies handle talent acquisition. We'll go over the main attributes, advantages, and game-changing potential of PeopleBlox in the fast-paced corporate world of today in this post. The cornerstone of strategic HR management is talent intelligence. It entails using data-driven insights to make well-informed choices on hiring, developing, and keeping staff. PeopleBlox elevates this idea to new heights by providing an extensive toolkit that enables businesses to unleash the potential of their workforce. Key Features of PeopleBlox: 1.Smart Recruitment: PeopleBlox streamlines the recruitment process with intelligent tools that analyze resumes, assess candidate fit, and provide actionable insights. This ensures that organizations not only find the right talent but also do so efficiently. 2.Predictive Analytics: Leveraging advanced analytics, PeopleBlox provides predictive insights into employee performance, turnover risks, and workforce trends. This allows HR professionals to proactively address challenges and capitalize on opportunities. 3.Employee Development Plans: The software facilitates personalized development plans for employees based on their skills, aspirations, and organizational goals. This not only enhances individual growth but also contributes to a more skilled and engaged workforce. 4.Real-time Performance Monitoring: 4 | P a g e

5. PeopleBlox offers real-time performance monitoring tools, allowing organizations to track and evaluate employee performance continuously. This fosters a culture of accountability and provides the foundation for constructive feedback and improvement. 5.Strategic Succession Planning: With a focus on long-term organizational success, PeopleBlox assists in strategic succession planning. Identify and groom high-potential employees for leadership roles, ensuring a seamless transition when needed. Benefits of PeopleBlox: Increased Efficiency: By automating repetitive tasks and providing data-driven insights, PeopleBlox enhances HR efficiency, allowing professionals to focus on strategic initiatives rather than administrative tasks. Improved Decision-making: The predictive analytics and real-time monitoring offered by PeopleBlox empower HR leaders to make informed decisions that positively impact the organization's overall performance. Enhanced Employee Engagement: The software's emphasis on personalized development plans and continuous feedback fosters a culture of employee engagement and satisfaction, contributing to higher retention rates. Agile Adaptation to Market Trends: PeopleBlox's analytics enable organizations to stay ahead of market trends, adjusting their talent strategies to meet evolving business needs effectively. About Us: PeopleBlox is a young HR Tech startup based out of Pune, India. We believe in building products that make a dent in the universe! At our Baner office, you’ll find 5 | P a g e

6. young interns fresh out of Pune’s top engineering colleges working side-by-side with gray haired veterans who’ve formed and successfully run businesses. But the one thing that’s common to us all is - the desire to build the best talent engineering product in the world! We realize that “Value driven organizations” or “People First” have become trite cliches in our world. But our desire to build PeopleBlox stems from the worldview of our founders - who fundamentally believe that investing in your team is the only way to build a great company. A lot of what you see in our product & everything that we do - stems from this innate desire of everyone in the company to care for the person around them. Contact Us: Follow us on LinkedIn: https://www.linkedin.com/company/peopleblox/ Message: https://peopleblox.io/contact Call: +91-7447406688 6 | P a g e