How many duplicate job titles (different job titles for the same job) do you have in your organization?

The standardization and elimination of duplicate job titles in the system is one of the steps in a Job Architecture project.

Of course, you have to have job descriptions to go with the standard job titles so managers and employees can help you determine if the work being performed by one employee vs. another is actually the same.

No one likes writing job descriptions. But it’s the foundation to so many HR processes within a company.

We use job descriptions:

* to advertise job vacancies
* as an input to job evaluation and compensation benchmarking
* to comply with legal requirements and collective bargaining agreements
* to link to Job Architecture elements like Pay Grades, Job Levels, Job Families/Functions, and Career Paths
* as an input to the performance management process
* as an input in defining learning and development objectives
* as an input to succession planning
* as an input to pay equity audits
* as an input to developing your upskilling and reskilling of employees for the future
* as an input to workforce planning

Your talent strategy depends on the foundation of job descriptions and Job Architecture.

Too often I see siloed HR departments who don’t understand the dependencies they have on each other’s work.

And they don’t have leaders that help the HR team understand that rowing the boat TOGETHER is what creates value for their employer.

Start cleaning up your job titles and update those job descriptions. It will move your Job Architecture forward and HR’s Value will be enhanced.

#humanresources #jobarchitecture #compensation #rewards #pay