job descriptions - the driving force behind successful compensation and performance management
Post on 20-Oct-2014
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DESCRIPTION
Join us as Don Berman, an industry thought-leader in the area of Job Descriptions, shares how you can create and maintain job descriptions you'll love by sharing the next and best practices for managing effective job descriptions.TRANSCRIPT
Job Descriptions…The Driving Force Behind Successful
Compensation and Performance Management
presented by Don Berman
Why Job Descriptions Lag Behind• People think of them as documents/paper• No one person can complete them
– HR knows how to write them– Managers/Stakeholders know the
details of the job• People don’t know where to start
– Especially for new Jobs– Lack of content
• No Structured way to go about it– Different formats/focus
• Everything else is more important– Recruiting, Performance Reviews,
Compensation, Market PricingDespite the fact that none of these can be done well without an effective Job Description
• No Urgency (until you need to hire someone)
About This Presentation
• Not Ivory Tower• Samples of what our clients are doing
– Components they are using– Processes they embrace– Screenshots/JD snippets for context from
We See Job Descriptions Differently• Job Descriptions
– Cater to the lowest common denominator– Consist of blocks of dense, opaque text
• Job Description Repository– Leverages conversations with Stakeholders
• Collects all the info you need• Controls who can see what
– Provides information to those that need it• Folks in other roles, hiring managers, recruiters, OD• Other systems: ATS, Performance Management, HRMS
– Turn blocks of text into Data Points • That you can search/query/interface with other systems
• Change the way you think about Job Descriptions
What Areas Impact Job Descriptions?
Job Descriptio
n
ATS/Recruiting Process
Performance Management
System/Process
Career Pathing Succession
Training
ADA/AccommodationFLSA Determination
Compensation PlansSalary Structure
Corporate Culture
Future Plans
Agenda
Job DescriptionRepository
CompensationManagement
PerformanceManagement
Essential FunctionsCompetenciesJob RequirementsJD Access/Signoff
Current/Past Reviews
Salary History
Calibration
Base Comp DataMarket DataInternal EquityJob Evaluation
• Motivation and Retention• Understanding the Job• Intersection between
Data and Process
Impact on Motivation and Retention
• When an employee is satisfied with their job, they are more likely to be motivated to reach performance goals and see a future with your company
• A well-written job description sets an employee up for success by outlining their responsibilities and the parameters of their position
• Job descriptions also show how an employee's position contributes to the mission, goals and objectives of the organization
© 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com
Impact on Motivation and Retention
JOB DESCRIPTIONS:Written to show
how job contributes to company goals, objectives (how they fit into the bigger picture)
PERFORMANCE:Clear direction,
personal growth, communication
COMPENSATION:Adequate
compensation, recognition for
effort
JOB SATISFACTIOINMOTIVATIONRETENTION
© 2012 HRTMS, Inc. All Rights Reserved www.hrtms.com
Understanding the Job
The job as it relates to the Individual:• Of course, understanding the Job is essential to:
– Finding the right talent to acquire– Evaluating those that are in the job– Retaining those who perform
Job Descriptions
CompensationManagement
Performance Management
ScopeBut what about understanding the impact the job has on your Company
– Freedom to Act – Problem Complexity– Impact– Budget Responsibility– Financial Responsibility
Understanding the Job
• In most Companies The Job Description is a Document, often leading to confusion as to the current version
• Job Descriptions are only consulted:– During the hiring process– At Review time (Sometimes)
Factors that INHIBIT a thorough understanding of the job:
Understanding the Job
• Collaboration• Sharing Content• Understanding Corporate Vision
Factors that ENCOURAGE a thorough understanding of the job:
Understanding the Job
Collaboration• Is the key to effective job descriptions because the knowledge needed is
embedded in multiple Stakeholders:– Employees– Managers or other SMEs– Upper-level Managers– HR Generalists– Compensation
• Participants make changes and view via “track changes” paradigm
Understanding the Job
Sharing Content• Sources of Content
– Stakeholders– Client Job Descriptions– HRTMS Content Library
• Content Applied to– Summary– Essential Function– Competencies– Less often, Qualifications
Understanding the Job
Supporting Corporate Vision• Job Descriptions can aid in supporting corporate:
– Culture– Mission– Vision– Goals
Understanding the Job
Job Descriptions and Performance
• Job Descriptions and productivity• Job Descriptions and motivation• Job Descriptions and consistency
– Evaluate employees on Key Components– Normalize process across Jobs/Performance/Compensation
Job Descriptions
CompensationManagement
Performance Management
Job Descriptions and ProductivityFocus employees on Essential Functions and key performance measures by:
– Accessing their own Job Description at any time.
JD and Performance
Job Descriptions and MotivationFocus on motivation by providing:
– Ability to Search/Browse for jobs they are interested in– Publish Career Path Details
JD and Performance
Job Descriptions and ConsistencyKey Components from their Job Descriptions flow through to Performance Reviews
– Competencies
JD and Performance
Job Descriptions and ConsistencyKey Components from their Job Descriptions flow through to Performance Reviews
– Essential Functions
JD and Performance
Job Descriptions and ConsistencyKey Components from their Job Descriptions flow through to Performance Reviews
– Job Requirements
JD and Performance
Job Descriptions and ConsistencyNormalize Process across Jobs/Performance/Compensation • Employees signoff on job descriptions to indicate their understanding/ acceptance
JD and Performance
Job Descriptions and ConsistencyNormalize Process across Jobs/Performance/Compensation• Managers and Comp have instant access during Compensation Management Process:
– To All Performance Review– And Salary History
JD and Performance
Job Descriptions and ConsistencyNormalize Process across Jobs/Performance/Compensation • So in context with Peers:
• Outlier Reviews can be Identified and corrected• Reviews are calibrated and aligned with compensation
JD and Performance
Job Descriptions and Compensation• A robust detailed Job Description is the one
common component needed to :– Level Jobs in your Organization– Market price jobs– Insure fair, competitive compensation plans to
attract and retain top talent
• Job Description Repository is perfect place to:– Show Base Comp information– Integrate Market Data– Identify Internal Equity Comparisons
• As well as:– Implement a Point Factor Job Evaluation System
Job Descriptions
CompensationManagement
Performance Management
Show Base Compensation Info• Store FLSA Determination Info
JD and Compensation
Show Base Compensation Info• Keep a Record of Historical Job Descriptions
– Defend Hiring Decisions– Protect yourself against Regulatory Audit
Show Base Compensation Info• Base Compensation Info
– EEO– Range Information
JD and Compensation
Integrate Market Data• The most important requirement to effectively Market price a
job is an accurate and up to date Job Description• Once Jobs are priced the results can be stored in the Job
Description Repository for compensation department only
JD and Compensation
Identify Internal Equity Comparisons• Pull comparable jobs from the Repository:
JD and Compensation
Implement a Point Factor Job Evaluation System• Capture factors:
– Your internally developed Factors– Externally Developed: Hay, IPEs
JD and Compensation
Implement a Point Factor Job Evaluation System• Analyze Factors
– To Level and Grade Jobs
JD and Compensation
Wrap up
If you stop thinking of a Job Description asbeing limited by the restrictions imposed bydocuments:
– You’ll see that a Job Description Repository can:• Not only drive Performance and Compensation • But Recruiting, succession, training as well• Job Descriptions are the logical centerpiece of your Talent management
Landscape
Job Descriptions
CompensationManagement
Performance Management
What did we miss?• Please use the survey at the end so we can deliver the
information in an upcoming Event
Questions
