Job Architecture: Building structure into an evolving world

It’s an employee-centric environment. To achieve optimal internal equity 和 external competitiveness, it’s essential to establish a robust career architecture framework with consistent job analysis 和 job evaluation methodology. 
A staggering 81% of employees feel at risk of burnout this year (up from an already concerning 63% in 2020). They say the top reason for burnout is not feeling sufficiently rewarded for their efforts.
美世 Global 人才 Trends 2022

工作架构 = a consistent baseline 和 职业发展框架

Unfairness – whether real or perceived – particularly in base pay 和 奖励, is a key factor in employee disengagement.

A job architecture with clear job analysis 和 evaluation 可以帮助降低这种风险吗. 工作架构 provides a consistent 和 transparent framework for 发展 activities 和 career paths for all employees in 你的组织. It is the baseline for fair 和 equitable enterprise-wide job 和 title evaluation, 都是必不可少的 successful reward 和 发展 programmes.

A global job architecture is important, because:

  • It enables organisations to offer a seamless employee experience throughout the entire employee-life cycle, including individual 和 targeted 发展 和 learning activities, transparent 和 sustainable career paths, 以及继任计划.
  • HR can use it to provide predictive people analytics to the business, taking a major step towards 战略劳动力规划.
  • It enables future job analysis, 发展, 和 evaluation.
  • It is a foundational platform for effective attraction, 发展, 和 保留 of business-critical talent.
  • Organisations are able to comprehensively underst和 the internal comparability 和 external value of jobs.
  • It increases workplace flexibility.
  • HR can have immediate, easy access to every role in the organisation.
  • 米后&A – job architecture enables HR to quickly provide the business with the most effective model of the future organisation – based on optimal numbers of levels, 有影响力的职业道路, 和 consistency in job evaluations. 
美世’s International Position Evaluation (IPE) 和 Career Framework are two key elements in a successful job architecture. 

在实施美世 IPE之后

42%

of organisations saved time on grading requests.

53%

of companies saved time on the grading process.

1-3

years for most organisations to recognise measurable ROI.

美世 IPE is an essential element of any job architecture 

美世 IPE is a proprietary global job evaluation methodology based on a series of business-related factors 和 dimensions that represent core job attributes.

Application of the IPE methodology provides an organising framework based on a job's value within the context of an organisation – 和 the wider commercial environment.

IPE implementation follows a simple process focusing on organisation structure, the complexities of the business, 和 the alignment of jobs to the business.

Career progression frameworks play a critical role in talent 和 succession

In a world filled with opportunities, how do you ensure talent chooses you, 和 then choose to stay with you?

One of the drivers of resignations is that people don’t see long-term career progression in their organisation or see better external options. This risk can be managed with a strategic career framework.

Compelling internal professional 发展 和 career pathways form a critical part of 吸引和留住人才. Not only does a well-designed 和 publicised career progression framework attract new talent, but it also allows your people to grow 和 thrive with you – creating engaging employee 和 experiences.

职业框架 也能更好地 战略劳动力规划, 和 faster internal backfilling of business-critical roles by mapping all possible career paths to each role.

在这样的光线下观察, 职业发展框架 should sit at the core of every HR strategy, touching on all workforce initiatives. Yet, our research shows that, surprisingly, only one in two companies have a career framework. The absence of one is likely posing challenges for attraction, 保留, 和 internal backfilling of business-critical roles. Other common problems we see include:

  • 缺乏信息

    Even in organisations with formal career progression frameworks, career path information is often not readily available 和 career conversations are not happening regularly enough. More needs to be done to help employees recognise the compelling opportunities that exist within their own organisations to build their career, including frequent conversations with their manager to help brainstorm possible career moves, 和 strategise how to build their skill set.

  • 无结构支撑

    在一些组织中, there are distinct discrepancies between business units 当 defining their job 和 career architecture. The vast majority are reactively creating new job levels 和/or adding steppingstone roles, 经常, there are also regional variations.

    Career progression frameworks need to be intentionally designed at micro 和 macro levels. 在这个人才需求经济中, the onus is on the organisation – 和 direct managers – to architect 和 inspire career experiences 和 paths that have intentional 和 meaningful movement.

  • One-size approach no longer works

    Organisations need to be aware of, 和 work with, their employees’ experience 和 expectations. 在这个个人的时代, just as employees expect to have a lot more agency about where, 当, 以及它们是如何工作的, they also want to be fully informed about their choices for career 发展 和 advancement.

Because great career opportunities drive talent 保留. 让你的人和你一起成长.

A career framework is a strategic centrepiece that sits at the core of every HR department 和 touches on all workforce initiatives, 然而令人惊讶的是, only one in two companies have a career framework. This is at odds with the 70% of companies who report confidence in filling their critical roles internally. 

Compelling careers are built by career path frameworks

Become the source of the talent you need by creating a career framework.
  • Find out what 发展 means to your employees 
    Start by asking your employees what a compelling career looks like from their perspective. What skills 和 experiences do they value? What growth opportunities are they seeking? By finding out what your workforce wants, you can create careers that combine their interests with the needs of 你的组织.
  • Design high impact careers using real career paths
    Intentionally design the Transparency, Control 和 Velocity of career paths to fulfil both 你的组织’s need for a ready-now skills pipeline as well as your employees' need to feel they are advancing at the right pace.
  • Institutionalise a career culture
    Using technology to ensure career information is easily accessible. Facilitate movement 和 career progression by recognising non-lateral career moves, celebrating learning rather than just promotions, 和 rewarding high potentials with more meaningful career experiences.
  • 让职业充满吸引力和乐趣 
    Invest time in ensuring managers see employee career 发展 as central to their roles. Equip people managers with talking points on how to lead career conversations effectively with the stated objective of showing employees that 你的组织 is one in which they can grow 和 thrive.
We help you ensure your career framework engages 和 inspires your people – so they pursue their professional progression 内部 你的组织.

More insights from 美世 Job 和 Career Architecture 

美世 invests in job architecture methodologies. We conduct ongoing research to ensure alignment with the global marketplace, 和 we are committed to providing organisations with a leading platform for managing diverse talent populations.

Our job analysis 和 evaluation methodology allow organisations to underst和 the internal comparability 和 external value of jobs while facilitating the rapid 发展 of new roles 和 responsibilities.

Building on our expertise 和 best practice, we can help you create a job architecture without investing too many resources.

相关的见解

    Begin your job architecture journey with 美世 today. 

    Speak to our career progression framework specialists today to design engaging career pathways through 你的组织, so you can motivate your people to grow with you.