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
- 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:
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.