Because, without solid foundations in place integrating multiple HR technologies and/or building a tech stack can bring about more problems than it solves.

It’s something we’ve seen repeatedly; if jobs aren’t fixed at the core, it can create bigger and more complex challenges further down the integration process.

Updating your job architecture is a key starting point to addressing this issue, it is an evolution of what used to be called job classification, which has now evolved to encompass job levels, job titles, job grades.

‍The Benefits of a Job Architecture

Many organisations are now looking to build a simple, dynamic job architecture as the building blocks of their strategic workforce management.

Key drivers to adopting or updating a job architecture includes:

• Creating a foundation for pay and reward, enabling external benchmarking
• Enabling and managing pay equity
• Managing compliance reporting
• Maximising HR technology investment and optimising processes
• Creating alignment following mergers and acquisitions
• Learning, career paths and succession planning
• Shifting to a skills-based organisation

If you want to learn more, we go into greater depth in our Guide to Job Architecture. Download now.

New to Job Architecture? We run regular live demos and webinars, including an Introduction to Job Architecture. Join here.