Competency-based job levelling
Redefined workplaces require strong job roles and their worth known. Evaluating jobs for various purposes such as compensation derivation, reporting structures formation, performance evaluations, learning needs categorization, and succession planning.
We conduct job grading for roles within your organization and establish appropriate levels for each.
Think about Job Levelling when :
Job evaluation system initiation
You don’t have a proper mechanism to determine the worth of the jobs which leads to no internal parity during work and value allocation.
Redefining Job evaluation
A levelled and graded job architecture requiring updation as per the new business circumstances and decisions.
Areas affecting
Foundation for a well-structured, fair, and scalable organization
Total Rewards
Focus on the financial component of the total rewards framework where the base salary and other incentives are decided based on the value of the job
Performance Management
The goals and KRAs set are evaluated and the level of importance in terms of the application of the same differs.
Learning & Development
To identify how much importance to place on which job roles from the perspective of learning and development.
Succession Planning
To identify the job roles that require major planning in regards to the succession of the same.
Job Architecture Creation
Comparison
Can link a particular job with the catalog of various job families which will provide detailed descriptions and key responsibilities.
Grading
Based on job families, departments, and other variables, gradings points are allocated to all the job roles. A lot of focus on competencies is made at this point where the desired ones are rated high from JE perspective.
Understanding the job overview
The full range of jobs is ascertained using master data, and documentation in terms of the roles and responsibilities assigned to the job role.
Sample Case Study