To Employees:

  • Managers will have a business infrastructure map that they can use for planning and budgeting,
  • Employees will have detailed information on skills, experience and decision-making competencies that match the existing compensation system.
  • They will be able to see more clearly which career paths they can choose and what features they need to have.
  • A clear look at what is expected of the role and the responsibilities of the role contributes to increasing employee engagement.
  • Creates an integrated framework for organisations in mergers, acquisitions or other structural change situations.

To The Organisation:

  • When you create a Job Architecture framework, you define the business hierarchy for each Job Family in your organisation. However, since the hierarchy follows the rules regarding job levels, specific questions about what jobs mean for managers, recruiters, and employees can be answered immediately.
  • A common organisational language is used in business units to define and understand jobs. The jobs in different locations or in different business lines are grouped.
  • It strengthens the employer brand and ensures the retention of key talent.
  • Contributes to cost and risk management processes.
  • Matching of jobs to the media enables fair and transparent wages.
  • It clarifies the differences between levels to support career development.
  • Although investment in Job Architecture design is time-consuming initially, it brings efficiency and speed to your organisation as well as a healthy culture.