Analysis from RoleMapper has found that many large organisations are struggling with a job architecture framework unfit for current or future purpose.
Our analysis found that:
Significant shifts in strategic people priorities and legislation - including pay equity and compliance - are forcing the need for better job visibility and structure. With jobs sitting at the heart of strategic organisational priorities and people processes, the need for a dynamic and future-proofed job architecture is more important than ever.
Sara Hill, CEO, RoleMapper says: “With many organisations realising they don’t have clarity and perspective over their job architecture, they face significant challenges in responding to increasing compliance around pay equity and pay transparency or even making the move towards skills-based hiring.”
In addition to legislative requirements, there are a host of other key drivers that are also pushing the need for a structured job architecture, which includes:
From our analysis, it’s clear the effect of doing nothing is having a significant impact. Our analysis found that large organisations were still having to:
Continues Hill: “A poor or non-existent job architecture can lead to significant financial impact, essentially millions of pounds in losses. It underpins everything and touches every department or division. With so many changes on the horizon and the need for business agility, it's crucial organisations get their house in order.”
RoleMapper’s new job architecture solution, RoleArchitect, supports Reward, HR, Organisation Design and Digital Transformation professionals. It enables global enterprises, and public sector bodies, to gain complete visibility of all their jobs in order to ensure more effective job evaluation processes, equal pay and pay transparency structures.
RoleArchitect automates the whole job architecture process, from analysing and cleansing job families and structures, to harmonising and standardising jobs to ensure more effective career paths or tracks. RoleArchitect also enables organisations to automate and streamline the move towards skills-based hiring by cleansing job structures and giving organisations a clearer picture of skills shortfalls and requirements.
Hill concludes: “We’ve always said that in order to fix chaotic job structures you need to go back to the core. Why? Because if the core isn’t working well, then the end result will never be as effective. This is why we’ve launched RoleArchitect, to make a lengthy and complicated process, faster, more efficient and sustainable.”
Key features of RoleArchitect:
RoleArchitect is live and available now. To learn more, book a one-to-one demo
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