Jobs and job catalogue design

What a job carries: name, code, family, function, level, and whatever attributes the job structure defines. That is five minutes of configuration. The rest of this lesson is the part that is actually hard. Catalogue design is the real skill. Too granular and you have nine hundred jobs nobody can navigate, most of them held by one person. Too coarse and reporting breaks, and compensation benchmarking breaks with it — because you cannot benchmark a job called "Analyst". The design method runs backwards from where people usually start. Begin from what the catalogue must support — compensation benchmarking, career paths, reporting, recruiting — and design to those needs. Not to the current job titles, which is what everyone does, because the titles exist and are already in a spreadsheet and copying them feels like progress. Which brings up the distinction clients conflate constantly. A job is a structural object; a…

In this module: Module 6 · Jobs and Positions

1. 1The decision that shapes everythingFree preview
2. 2Jobs and job catalogue design
3. 3Job and position structures
4. 4Creating jobs
5. 5Positions: what they add
6. 6Creating positions
7. 7FTE, work hours and workday defaults
8. 8Position synchronization
9. 9Configuring position synchronization
10. 10Position hierarchies
11. 11Evaluation criteria and valid grades
12. 12Position approvals
13. 13Loading workforce structures by spreadsheet
14. 14What breaks
15. 15Lab briefing: one model, or two?