For many organisations, job data and job content is chaotic, inconsistent and unstructured with no governance or overall management.
Many organisations exist as a long list of job titles that have been added to organically as the organisation has grown, changed, merged or acquired. If an organisation does have a job structure in place, it is often the case that a streamlined structure was implemented but, over time, this has been difficult to govern and manage.
Introducing a job family structure can help consolidate, review, cleanse and streamline your job data and job content. Once a job family framework is in place, it provides a solid foundation for many key organisational processes.
Josh Bersin refers to job families as “Guilds” or “Professional Groups” as roles are grouped on similar skills requirements. He recommends that each job family is owned by a capability leader, who is then responsible for keeping track of the skills and technologies that people in the group need, as well as making sure they are also aware of wider career options that utilise their skills.
RoleMapper's Guide to Job Families focuses on the importance of implementing a Job Family framework and its key benefits, which includes:
We've also created a bank of Job Family examples to help bring a Job Family framework to life.
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