Job grading system
Its role in the system of integrated corporate HR processes.
Job grading is a method that determines the weight and relative importance of each job within the organisation.
Evaluation-based classification and creation of job families result in a simple and easy-to-use system. Develor’s method of job grading may be used to define the extent each job contributes to the effectiveness of company operation. Various jobs (e.g. technical, financial, commercial) become comparable as a result of an objective scoring built on evaluation criteria.
Adoption and review of the job evaluation system lay the foundations of HR processes in the organisation, as it may be used to build the incentive system and the wage policy on, as well as significantly influencing employees’ career plans. Wage categories can be determined in line with the job families and categories set up in the course of evaluation. Using a system of individual performance appraisal, the bonus levels within each wage category can be determined.
Certain jobs within the organisation are more important and more valuable, and require more expertise and experience, and precisely this is why they are classified in higher wage categories. Based on all these, the direction of career building can be unambiguously defined for the staff.
Synergy among HR systems is illustrated in the following figure
Method and process of establishing a system of evaluation
A job evaluation system serves the purpose of meeting the corporate strategy and operative objectives. The requirements, tasks and competencies assigned to each job determine the weight and importance of the job.
For job evaluation, a number of methods can be relied on. The appropriate method to be applied is chosen considering the size of the organisation, the management’s needs and the quality of information obtained on job analysis. In the course of the process, the methods of scoring and classification are combined with comparative and ranking procedures.
The evaluation criteria and the rules applicable to scoring are set up to match the expected requirements.
Evaluation can be performed using the following criteria, which may be further extended based on the management’s needs:
- Impact on financial results.
- Impact on customer satisfaction.
- Knowledge and experience needed for the job.
- Job complexity, problem solving ability.
- Scope of decision-making and responsibility.
- Impact of the job on company processes.
- Position and weight on the labour market.
- Other competencies that significantly influence compliance with the objectives of the organisation, e.g. quality, internal cooperation and factors that affect teamwork.
The final values of jobs are scored, ranked and determined in line with the matrix of scores and the relevant set of criteria, by involving the management.
The main steps in project implementation
DEVELOR STAFF
Ralitsa Mihaylova
Training Specialist "Give a man a fish and you feed him for a day. Teach him how to fish and you feed him for a lifetime." What I really love in my job is that I just have to find a lot of fishing rods – it is not easy, but it is possible…
Stanislav Tichy
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