Job architecture and job grades
Does any of below questions resonate with you?
How can we create a common understanding of our jobs?
Do we need job grades, or should we focus on competence profiles?
How to build structure to support compensation decisions?
Do we need career paths to support our key talents retention?
What is job architecture?
Job architecture is in its simplest form a written definition of jobs in your organization and how they relate to each other. It creates a common language for jobs. A job architecture creates the foundation for many people processes. It helps you talk about jobs in a systematic way, supports in making decisions based on jobs content, and creates a foundation for people data and analytics.
Why is it needed?
You will need to understand your job architecture when you make decision around any of below mentioned questions:
How do we link competence profiles to jobs?
What is the suitable job grade structure for us?
How could we visualize career paths for our employees?
How can we manage our pay levels and pay equity?
What is the end result and how do we get there together?
We start with a discussion to understand you organization and your needs. One size does not fit all. Larger organizations with more complexity in jobs automatically have more complexity in their job architecture. Your specific needs are related to the desired use of architecture, do you need it for compensation purposes, talent management, analytics or all?
As an outcome we document your jobs, and your job grade structure. in a format that best suits your needs. You will receive communication and training materials, and our support in implementation. We also support you in linking the job architecture to your HR process in an optimal way.
