JOB EVALUATION A basis for reward management, analytic leadership, personnel and organisational development, and further tools of today‘s personnel management
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JOB EVALUATIONA basis for reward management, analytic leadership, personnel and organisational development, and further tools of today‘s personnel management
Jobs Grades
WHAT IS JOB EVALUATION?
• Job evaluation / job grading describes a standardised approach to analyse and evaluate jobs within an organisation based on their formal work requirements
• Job evaluation determines the relative value of a position
• Positions with a comparable set of requirements are shown on the same level (=grade)
• Job evaluation only determines the position‘s factual requirements, neither the incumbents‘ performance, nor the position title nor the reporting line
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WHICH PERSONNEL MANAGEMENT TOOLS CAN BE LINKED TO JOB EVALUATION?
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Compensation Structuring
Pay Bands and Bonus Structure Salary components
Organisation development & Talent Mgmt.
Recruiting
Onboarding
Network-organisation
Competencymanagement
Development
Defining job requirements can provide core HR management processes with a substantial foundation and improve workflow
Job Architecture
Junior Specialist
Specialist
Senior Specialist
Team Manager
Manager
Director
Vice President
Board
Organisation specific job families, career paths, titles and (management-) levels
Junior Engineer
Engineer
Senior Engineer
Principal Engineer
Performance Management
Mission and Strategy
Objectives
Actions
Prestructuring of objectives depending on level, consisting of typical goals and defined KPIs
HOW DOES GRADAR THE JOBEVALUATION ENGINE WORK?
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1. Organisation Analysis 2. Analytic Job Evaluation
General Management
R & D Production
Sales Finance
HR …
Organisation Analysis regarding • Value added chain• Internationality• Line of Report• Dependencies
Documentation of definitions • Organisation• Division• Department• Team
Job Evaluation in three Career Paths• Individual Contribution• Project Management• Management
Documentation of choices and results• Selection of Career Path• Selection of Factor Level• Over-all Comparison of Results
Project Management ManagementIndividual Contribution
GRADAR CAREER PATH DEFINITIONS
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The position contributes mainly through the application and development of specific skills. Professionals contribute typically individually or as members of an organizational unit. The responsibility may extend from the execution of individual tasks of an unskilled worker to the technical management of a discipline as an expert. Disciplinary leadership does not belong to the core tasks.
The core objective of the position consists of project management. Coordination, planning and distribution of personnel, resources, budgets, etc. in the context of time-limited one-time projects (product or service).
The position has its emphasis on disciplinary management of employees and organizational units and budget responsibility. The result is achieved indirectly through leadership, promotion, support and motivation as well as functional use of the resources available to achieve these goals.
CAREER PATH SPECIFIC FACTORS
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Individual Contribution Project Management Management
Professional Knowledge and Experience
Thinking and Cognitive Requirements / Problem Solving
Organisational Knowledge
Functional Responsibility
Organisational Responsibility
Scope of Decisions
Communication
Processes and Complexity
Processes and Complexity
People ResponsibilityProject Responsibility and Leadership Span
Leadership Span and Guided Group of
Employees
Project Size and Project Budget
GRADAR GRADE MAP
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THANK YOU VERY MUCH
QPMQPM Quality Personnel Management GmbH
Am Haferkamp 78
DE-40589 Düsseldorf
www.qpm.de
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Ralf Kuklik+49 (0) 211-936 7249 [email protected]
Volker Seubert+49 (0) 211-936 7249 [email protected]
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