If your life is in compensation you are probably at ease with the intricacies of job evaluation. You may even have a good feel for the difference between a 240 point job and 280 point job (based on whatever point-factor evaluation system you are using).
However, for your clients, (the managers), the job evaluation points won't mean much. They do know there is a difference between their clerk and their senior clerk, and they know the analyst is at a much higher level that the clerks.
In other words, they do have a sense of differences in the size of jobs and hence why there are different grades and different pay ranges. They just don't understand job evaluation well enough to think through pay levels systematically and in a general enough way to be relevant for all jobs. For managers, talking in the language of job evaluation is just another painful HR exercise.
Engaging Managers in Job Evaluation Through Job Families
You can involve managers in job evaluation, however it may be that a better way to engage them is to focus on job families. A job family is a set of related jobs within a function. For example, you might have a series of jobs in IT from a junior programmer, to a programmer, to a systems analyst and so on. The job family briefly describes the levels in the lingo of that function.
When you are evaluating jobs with a manager the focus should be on the job family. The conversation should not be about comparing a job to factors in your job evaluation system but comparing jobs to each other. What really is the difference between a clerk and a senior clerk? Is it experience? Education? Competencies? Responsibility? Decision-making authority?
For leaders what distinguishes one job from another is an interesting question and one they are capable of answering. Although the point is not that they know the answer and are just telling you, it is that they are figuring it out and in doing so, gain insights that are valuable to them in running the department.
Let's reassure the director of compensation that we are not abandoning proper job grades and evaluation. That sits in the background. HR will be involved in mapping the job family distinctions into the overall reward structure. The overall reward structure is what you as a compensation professional care about, but when you are dealing with a manager let them stay in the world they understand: the world of their own department's job family.
The Added Benefits of Using Job Families
The exercise of understanding job families has implications far beyond getting people in the right job grade. It helps the manager know who to recruit, how to develop people, and how to explain why one person is paid more than another.
It may uncover problems in how they have structured the department: " No wonder we can't promote a Clerk I to a Clerk II ...those jobs face vastly different degrees of complexity in the problems they solve." If a job family uses language and examples relevant to the particular function it becomes a useful tool for the manager and they will appreciate the clarity the reward professional has brought to the issue of jobs and pay.
The real takeaway is that while we like to divide HR into recruiting, training, performance management, reward and so on; in reality they are all closely connected. Rather than approaching managers and saying, "We are going to pull out this one aspect of the complex world of managing a department full of people and force you to deal with it," we meet them half-way. Job families are a way for managers to make sense of job size, career paths, and pay; let's take the time to create them.
Your turn: How do you involve managers in job evaluation at your organization?
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직원이 최상의 성과를 낼 수 있도록 유도
조직에서 가장 중요한 KPI를 직원들이 목표로 삼도록 만드는 것은 어렵습니다. 하지만 적합한 성과 관리 소프트웨어가 있다면 조직의 성공 기준을 명확히 세워 직원들에게 공동의 미션으로 제시하여 협조를 이끌어낼 수 있습니다. Cornerstone Performance 는 조직의 목표를 달성하고 직원들의 스킬 개발을 돕는 유용한 도구를 제공합니다.
고객 및 파트너와의 탄탄한 관계 구축
업무 환경이 빠르게 변화하는 현실에서 귀사는 역동적이고 적응력이 뛰어나야 합니다. 중요한 외부 이해 당사자와 탄탄한 관계를 형성하려면 전보다 훨씬 조직적으로 요구에 부응할 수 있어야 합니다. 유연성과 고유함을 갖춰 귀사의 비즈니스에 맞게 구축이 가능한 Cornerstone Extended Enterprise 는 귀사의 성장에 맞게 확장할 수 있으며, 외부 고객에게 충분한 정보를 제공하여 최신 오퍼링을 채택할 확률을 높여드립니다.
완벽한 통합 가상 학습 솔루션
그 어느 때보다도 떨어져 일하는 인력이 많아진 요즘 같은 시기에 비즈니스를 성공으로 이끌기 위해서는 서로의 위치에 상관없이 학습하고 소통해야 합니다. 조직이 직원들이 언제 어디서나 학습 및 공유할 수 있도록 지원해야 하는 이유입니다. Saba Meeting을 사용하면 고품질 가상 교육을 제공하고 팀 내 긴밀한 상호 작용이 가능합니다. Saba Meeting은 완벽한 통합 가상 교실 솔루션으로, 쉬는 시간, 데스크톱, 분할 화면 및 영상 공유, 공유 화이트보드, 설문 조사, 세션 내 텍스트 채팅, 이모티콘 등을 통해 대화형의 상호 참여적인 가상 이벤트 생성을 지원합니다.