Develop a Job Architecture Framework
Create a consistent approach to job titling and effectively communicate the job architecture framework.
- Failing to build a job architecture results in job titles and levels being added on an ad hoc basis with limited consistency across the organization.
- An inconsistent approach can result in job title inflation, pay inequity, and dissention among employees.
- Addressing these challenges requires significant resources and change management.
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Critical Insight
- Job architecture provides foundational support for other HR programs, including total rewards, talent management, learning and development, and talent acquisition.
- However, creating and maintaining a job architecture requires intentional planning.
- Create a consistent and systematic approach to job titling through job architecture.
Impact and Result
- Investing resources in developing a job architecture promotes alignment across job families and functional groups and creates clearly defined career paths.
- A structured approach to job levels and job titles through job architecture supports internal equity and increases the legal defensibility of pay decisions.
- Benefits of implementing a job architecture include increased employee perception of fairness, engagement, and job satisfaction, among others.
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Unlock Sample ResearchContributors
- Ali Basahi, Manager, Consulting, Info-Tech Research Group
- Suman Chaudhary, Senior Consultant, Info-Tech Research Group
- Edwina Eapan, HR Talent Management, Ross Video
- Youssef Kamar, Director, Consulting, Info-Tech Research Group
- Courtney Kupres, Director, HR, Gift of Life Michigan
- Rose Lo, Head of Total Rewards, Canaccord Genuity Group Inc.
- Scott Wein, Director of Talent and OE, Inglis
- 3 anonymous contributors
Develop a Job Architecture Framework
Create a Job Worth Hierarchy
Reconceptualize Job Descriptions