Job Architecture

Every organization, even, relatively, a small one with a few dozen employees, needs to manage various organizational processes related to the organizational job structure and definitions.

An occupation (or role) serves as a basic building block enabling the organization to effectively determine and manage policies on a range of issues critical to its functioning: Organizational structure and standard job definition, titles, definition of various organizational forums, compensation & benefits policty and so forth.

When is the time to consider a professional job architecture process?

  • Does  your organization seen prolific growth in the number of occupations/jobs, sometimes unjustifiedly so, and does this interfere with proper work processes?
  • Have you ever felt that various organizational units are not using a common language in matters of job names and definitions of occupations?
  • Are employees sometimes  have “unique” job  names and superfluous titles even though their job is very similar or even identical to others?
  • Are employees with totally different occupational characteristics and development paths sometimes placed under the same job name?
  • Does titles become and issue? i.e. too many titles with no logic and clear criteria behind?
  • Is it possible, in your organization, to carry out a cross-organizational comparison between groups of employees in the different groups to determine eligibility for various  benefits (such as: company car, study fund or equity-based remuneration etc.)?

IF THE ANSWER TO MOST OF THESE QUESTIONS IS “YES”, THEN THIS IS THE TIME FOR IMPROVING THE JOB ARCHITECTURE IN YOUR ORGANIZATION.

SO WHERE DO WE BEGIN? THE PROCESS INCLUDES SEVERAL STEPS, THROUGH WHICH THE FOLLOWING CAN BE DEFINED:

  • Job descriptions
  • Titles
  • Organizational Leveling
  • Promotion and career paths
  • Organizational jobs catalog

HOW DOES THE CREATION OF THE JOBS & LEVELING STRUCTURE HELP THE ORGANIZATION?

These are some of the advantages of creating the structure:

  • Employees’ trust in the organization - clarity, transparency, and set expectations regarding the employees’ development within the organization = helps to improve the retention of the best employees
  • More rational, less emotional - clear rules as to the titles within the organization
  • Efficiency and good financial management - saving time and money on maintaining the jobs infrastructure
  • Freeing up precious CEO time - reducing the number of times a CEO decision is needed
  • Creation of a modern, professional infrastructure for managing the employees within the organization
  • Creation of a common organizational language on roles / occupations / titles / hierarchy

If you are interested in further details and would like to embark on a process of defining the job architecture infrastructure within the organization, contact us for a meeting – we will be happy to help.