At its most basic, a job architecture establishes the framework of jobs, and does a number of things, including:
Organizes jobs and levels
Defines job functions/families, subfamilies, titles, and codes
Helps define HRIS data requirements
Anchors HR processes (rewards, performance management, workforce planning, etc.)
Creates career paths and insights into career opportunities for employees
Index's job architecture outlines a hierarchy of jobs most often used by companies to manage talent and includes four major components - streams, levels, functions and job families - defined below. You can click on each element to view additional details.
Job Architecture Element | Definition |
Used to distinguish between types of careers - typically individual contributor or manager.
Index includes four career streams: • Management • Professional • Support | |
Within each stream there are a defined set of job levels, which are used to relay the hierarchical position of a job, and recognize the incremental changes in job scope and responsibility.
Index includes 19 levels: • Management: Five levels (M1 - M5) • Professional: Six levels (P1-P6) • Support: Four levels (S1-S4) | |
Functions group job families based on work disciplines and are generally recognized major professional areas, often requiring a unique set of skills. | |
Grouping of similar jobs within a functional area that uses a similar body of knowledge. Is not synonymous with organizational structure or reporting relationships, rather cuts across business units and geographic boundaries. |
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