The decision that shapes everything

Do you manage people by job, or by position? It sounds like terminology. It is the second-biggest structural decision in the whole implementation — behind the legislative data groups and ahead of everything that follows. Job-based: a job is a role definition — "Financial Analyst" — and any number of people hold it. The assignment carries the job plus a department, a grade and a location, each set individually. Position-based: a position is a specific seat — "Financial Analyst, Treasury, London, reporting to the Treasury Manager" — and the part that does the work is that it exists whether or not anybody is in it, with the assignment inheriting its attributes rather than restating them. What positions give you: headcount control, because an empty position is a visible, budgetable vacancy; consistency, because attributes are inherited rather than typed and so cannot be typed wrong; position-based approvals and hierarchies; and integration…

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?