Job Architecture Tool (JAT), Global

Simplify job architecture customizations through one simple tool, tailored to meet the needs of your organizations.

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Save time and resources building and maintaining job structures. Long gone are the days using spreadsheets or other old-fashioned, static tools. The Job Architecture Tool is a one-stop digital and intuitive application, enabling your team to quickly create and update job frameworksfully facilitated by network-based team administration and management workflows.

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Job Architecture Tool (JAT), Global

Enhanced Flexibility

Adapt job architectures to evolving organizational needs.

Improved Talent Management

Enable clear career progression paths and identify skill gaps.

Compliance and Risk Mitigation

Ensure legal compliance with labor laws and regulations

Unlock the power of a customized job architecture

The Job Architecture Tool (JAT) allows you to unlock the power of a customized job architecture by tailoring job levels, families, and titles to meet your organization's specific needs.

What is job architecture?

A job architecture clearly articulates consistent structure for job roles, ensuring that they are aligned with the organization's goals, objectives and overall strategy. It provides a foundation for effective talent management, including recruitment, performance management, career development and compensation.

By implementing a job architecture framework, organizations can achieve several benefits:

  • Consistent and transparent framework for career paths and development plans for all employees in the organization, including responsibilities and expectations. It is the baseline for an enterprise-wide job and title structure to run successful reward programs. A global job architecture enables organizations to strategically plan, retain and develop their workforce.
  • Talent Management by providing a structured framework for recruitment, performance management and career development. It enables organizations to identify and develop high-potential employees and ensure a fair and transparent process for promotions and advancement.
  • Compensation and Rewards by supporting the development of a fair and equitable compensation system. It helps organizations determine appropriate salary ranges and compensation levels based on the relative value and complexity of different job roles.
  • Organizational Alignment by ensuring job roles are aligned with the organization's strategic objectives and business needs. It helps organizations identify skill gaps, plan for future workforce needs, and allocate resources effectively.

The job Architecture Tool enables deeper insight into the HR lifecycle where it can support ambitions like learning and development, strategic workforce planning, mobility, open talent marketplace and broader talent initiatives.

How JAT Works:

  • Design: JAT allows organizations to design their job framework by customizing job levels, families, and titles to align with their organizational structure. Clear career progression paths and responsibilities are defined within the framework.
  • Matching: Employees and jobs are then mapped to the architecture, ensuring role alignment and clarity.
  • Refinement: Over time, the framework can be refined, and the data can be input into the organization's human resources system, providing a comprehensive and accurate representation of the job architecture.

Sample Use Cases:

  • Job Classification and Standardization: A job architecture provides a consistent framework for classifying and standardizing job roles within an organization. HR managers can use it to establish clear job titles, levels, and descriptions, ensuring consistency and clarity across the organization. This helps in effective job matching, talent acquisition, and internal mobility.
  • Compensation and Rewards Management: A well-defined job architecture enables rewards managers to establish fair and competitive compensation structures. By aligning job levels and responsibilities with appropriate salary ranges, organizations can ensure equitable pay practices, market competitiveness, and effective management of total rewards programs.
  • Talent Acquisition and Recruitment: Job architectures play a crucial role in attracting and hiring top talent. Talent acquisition managers can leverage the job architecture to create compelling job postings that clearly outline career paths, growth opportunities, and required qualifications. This helps in attracting candidates who are aligned with the organization's long-term goals and fosters a positive employer brand.
  • Succession Planning and Career Development: Job architectures provide a roadmap for career progression and development within the organization. HR managers can use the job architecture to identify high-potential employees, create targeted development plans, and establish clear career paths. This supports effective succession planning, talent retention, and employee engagement.
  • Performance Management and Talent Development: A well-designed job architecture helps in setting clear performance expectations and goals for employees. HR managers can use the job architecture to define performance criteria, competencies, and skill requirements for each job level. This facilitates fair and objective performance evaluations, identifies skill gaps, and supports targeted talent development initiatives.

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