Job architecture and organisational design
Job architecture and organisational design is the basis for an effective organisation that’s often not updated.
To become more agile, employers are facing the need for new organisational structures. A clear and flexible job structure is a must to adapt to rapidly changing business needs and cost efficiency.
Cost improvements can be realised if job architecture is:
linked to other HR processes, thus achieving economies of scale
applied to more generic functions to reduce maintenance costs
integrated with organisational design to avoid duplication and aligns workforce structure with business strategy
How Reward architecture lays a strong HR foundation
Worth the investment for the link with other HR processes
Job architecture is one of the most accepted processes in major industries and sectors to structure your workforce. As jobs are classified in specific grades, it becomes easier to solve issues related to other HR processes:
The link with reward and performance management
Ensure overall consistency by defining each job and job level (benchmarking) to produce a total reward package of salary and benefits, thus striking a balance between employee expectations and your costs.
The link with motivating career opportunities
When employees know what is expected from them and how they can evolve in the organisation – in terms of internal mobility, what they need in terms of competences and how to get there –this contributes to improved motivation and retention of your talents.
What do we offer?
Our proprietary methodology which can be fully tailored to your needs for all types of organisations
Vast experience in all types of organisations: private-public, small-big, classic hierarchical organisations versus agile way of working
A broader perspective through making links to other HR processes like reward, performance management, competency management and career tracks
Flexibility – you can opt for the full rollout of all these building blocks or choose desired parts
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