Modern and practical tool

The STYR model supports organizations in making decisions about the composition of teams, new jobs, roles, appropriate remuneration and promotions of employees. Agility, added value and and people’s talents are central to the STYR model.

Result

  • Agile organizational structure
  • Optimal deployment of people in functions, roles and teams
  • Recognizable and explainable internal relationships
  • Actually rewarding added value.

STYR model

The STYR model is a modern (job) grading model. It is based on years of experience with various job grading methods and was developed in close cooperation with our customers. We see more and more organizations struggling with the maintenance and rigidity of job grade structures. Some organizations even think about abolishing job grading altogether. We believe that there will always be a natural ranking within organizations. A ranking that is recognizable for everyone, that is considered fair and takes into account employees’ different talents. The STYR model makes this clear by looking not only at the function or role (chair), but also at the required talents of the person on the chair. We refer to this as hybrid grading.

Six groups of added value

When we look at organizations, we see a repository of issues with different levels of complexity. In order to be an effective organization, persons with the right problem solving capability should be matched with commensurate matters.

The STYR model distinguishes six groups in organizations, each with its own problem-solving capability and added value. With the six groups, organizations can identify the desired problem-solving capacity and bring it together with the various talents of employees.

The STYR model is a stand-alone grading model, but can also be used as an (independent) communication shell in combination with (traditional) job grading methods, such as Korn Ferry-Hay, CATS, ORBA and Mercer.

Job matrix

In close cooperation with our clients we develop a job matrix including all job levels, the six groups of added value and development paths. The advantages of a STYR Job matrix are:

  • It’s a basis for recruitment, development, promotions and remuneration.
  • It’s a pragmatic tool to make decisions concerning organization design, team and function/role design.
  • It provides insight into the remuneration level of all employees per job level, discipline and country (internationally applicable).
  • It enables to benchmark salaries (Korn Ferry -Hay, Willis Towers Watson, Mercer etc.).
  • It increases employee motivation.

Do you want to know more about the STYR model? Feel free to contact us!

This post is also available in: Dutch

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