A. JOB LEVELS

It is critical to determine the optimum number of job levels according to the dynamics and needs of the organization. The number of levels can usually be three or four, depending on your needs, your culture and your structure for the present and future.

An example of a Three-Level Job Architecture:

I. Job Family: Technology, Sales, HR, Supply Chain, etc.

     II. Career Group: Retail Sales, Online Sales, Sales Support, Corporate Sales etc.

            III. Job: Retail Director, Retail Manager, Retail Specialist, etc.

A1. JOB FAMILIES (OR FUNCTIONS)

Job Families are the ultimate tool used to combine similar jobs with job clusters. The same or similar jobs can be found in different parts of an organisation, meaning Job Families are regardless the traditional organisational chart.

A2. CAREER GROUPS (OR ASUB-JOB FAMILIES)

Each group responsible for one or more related jobs under one Job Family is defined as the Career Group.

Different Career Groups within the same Job Family work for the general purposes of the Job Family they are affiliated with, but they are called separate Career Groups because they differ according to the function of the job, the customer, the stakeholders, the way of doing business, the sector or the market, etc.

A3. JOBS

Job is the definition of the smallest organisational unit. There can be one or more people working in one job. These people are expected to produce the same or similar inputs and outputs to have the same job. Their duties and responsibilities are similar or the same. Although it is not exactly the same for a clear understanding, it is similar in structure to the role or position.

B. JOB TITLES

Standart bir iş dili geliştirmek için Pazar/sektör tabanlı iş unvanları tasarlamak kritiktir ve detaylı bir çalışma gerektirir. İyi bir çalışmanın çıktısı tüm seviyede işler için, işin kapsamı, rolü ve sorumluluğunun net göstergelerini sağlar.

To develop a standard business language, designing market / industry-based job titles is critical and requires detailed study. The output of a good work provides clear indications of the scope, role and responsibility of work for jobs at all levels.

C. CAREER PATHS

  • Individual Contributor: It refers to career paths other than managerial roles such as expertise in general.
  • Manager

D. SENIORITY

  • Junior
  • Senior

E. BANDS & GRADES

The bands that have a direct connection with the compensation structure of the Job Architecture Framework are shaped according to the compensation model used by the organisation. It is also called “grade” according to the model used. According to the Job Title, the band or the grade of the employee is determined.

F. RESPONSIBILITES

  • General Job Descriptions
  • Main Responsibilities

G. REQUIREMENTS

  • Education
  • Technical and/or Occupational know-how
  • Years of Experience

H. COMPETENCIES

Competencies are a combination of skills, knowledge, attitude, and motives that enable a person to perform effectively and perfectly. Competencies:

  • Defines the skills and qualifications that employees and managers need to strengthen their organisational culture and address future challenges,
  • Helps organisations clarify their expectations, identify future development needs, and plan more focused recruitment and L&D,
  • Creates a common language for the organisation’s expectations,
  • Provides a reliable foundation with consistent and objective performance standards.

An example for a job profile created within the scope of the Job Architecture project:

I. JOB CODES

Jobs are often associated with job codes that function as unique identifiers in HR Management Systems.