HIGH TIME FOR THE NEXT STEP IN JOB GRADING

The current methods of job grading and reward are not future-proof. In fact, they form a barrier for organizations that want to be agile. Organizations are experimenting with roles and agile working, but in the field of job evaluation not much is being done. However, not at STYR!

Be flexible

Agile organizations require flexible job evaluation with flexible descriptions of responsibilities and behavior. Therefore, many organizations want to get rid of classic job grading, as it is not flexible and requires a lot of maintenance. In addition, the complexity of the methods leads to an excessive dependency on external consultants.

Added value

The current way of job evaluation is based on ‘control’: the manager’s position is automatically considered to be at a higher level than that of their employees. This does not reflect the added value of employees, whereas an expert in a team may have more added value than their manager. Classic job grading methods still focus too much on position and performance rather than on added value and problem solving capability. 

Hybride grading

The STYR model creates insight by looking not only at the function or role (chair), but also at the required talents of the person on the chair.  The problem solving capability of the person is central to this. We refer to this as hybrid grading. 

Would you like to know more about our view on job gradingFeel free to contact us!

This post is also available in: Dutch

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