Job Levelling Design for a Technology Firm
P.P.Ramanujan, 26th January, 2016
Our client is a technology firm based in Chennai providing network security consultancy to different types of industries. The need for a scientific method of banding and grading jobs had been strongly felt in the recent past owing to challenges faced in talent management such as
- Lack of clarity among employees regarding career progression
- Disparity in compensation structure between employees with same job titles
- Adhocism in assigning job titles and compensation fitment
A scientific job levelling architecture was understood as a practical solution for effective talent attraction, talent and performance management.
A comprehensive and systematic approach involving the following foundational factors was followed to achieve a scalable and business specific job levelling architecture
Organization structure analysis – Detailed analysis of business, operating model and organization design for developing business specific and scalable job levelling architecture
Job family and career streams analysis – Thorough analysis and documentation of various role clusters with similar skill sets and competencies across various career streams
Job Analysis – Detailed analysis of every single job role under every job family and documentation of comprehensive job descriptions comprising Roles & Responsibilities, Key Result Areas, Skills and Competencies
Industry Benchmarking – Research on best practices followed by other companies in the same business domain in terms of their job levelling and grade structures.
Job evaluation is a systematic and objective method of comparing the job roles within an organization to determine the relative value or worth of each job.
With the help of this method jobs can be ranked and ordered scientifically and it gives the scope for organizing similar jobs into bands and grades across all job families.
The most important thumb rule followed in this process is that what forms the base for the study and levelling is the broader job roles and not the role holder or the simple task based jobs.
The most popular and earliest known authentic factor comparison method for evaluating and ranking jobs in an organization
Every job role in an organization carries a relative worth against the other, both within and across various job families. The positioning of a job role in the job leveling framework can be determined based on its skill requirements, complexity and level of influence from most to least. All job roles were scored and ranked on a relative scale based on these attributes.
After completing the job levelling framework, Job bands and grades were derived based on the inputs obtained from the job evaluation and ranking process. Every individual employee was carefully mapped to the new job bands and grade structure without any adverse impact on their pay & benefits.
An illustration of career ladders for various job families depicting both vertical and horizontal growth paths was created for providing better clarity to employees regarding their career progression.
Talent Attraction and retention – Clear visibility about career path and growth opportunities (both vertical and horizontal) for employees.
Talent Management – Clarity and objectivity in metrics, skills and competencies for seamless performance management, competency mapping and succession planning.
Rewards Management – Maintenance of internal parity and providing salary components and benefits relevant to each job level.