Job architecture streamlines moving parts of the organization, including the business units, functions, job titles, etc., and serves as a blueprint of how everything interacts with each other.
Job architecture is akin to the building blocks of an organization. It provides a framework that defines and aligns jobs in the organization based on the type of work each job entails. It provides the mechanism that an organization requires to consolidate job titles into a consistent format, providing transparency on career levels within the organization.
Key groupings that align with professional domains or areas of expertise. These functions offer a structured way to categorize jobs based on specialized fields, generally encompassing areas like finance, accounting, engineering, operations, procurement, etc., and provide clarity on career trajectories and the skills required within the sectors.
Groupings of related roles within particular functions where the core purpose is the same, but the level of responsibility, skill, and remuneration vary. Every job family is a subset of a broader function and delineates job roles based on their similarity and alignment.
These refer to hierarchical categories that denote the stature of a job position, such as senior-level, mid-tier, or entry-level. These classifications help clarify the trajectory of one’s career, offering a clear perspective on the growth opportunities available within and between job families.
Also known as titling conventions, these refer to the generalized portrayals of the tasks and duties that are linked with a particular job position, often characterized by easily recognized titles like director, manager, or executive. These titling conventions make it easy to communicate about roles and responsibilities, ensuring a common understanding of a job’s scope based on the title.
These refer to comprehensive accounts of what a particular job role entails, including information about its place within an organizational hierarchy. They serve as the foundation for several HR processes, including recruitment and performance evaluation.
These refer to the blend of knowledge, aptitude, and behavioral traits that define successful job performance. Competencies provide the framework required by organizations for guiding HR processes like recruitment, training, career development strategies, etc.
These include illustrative charts for mapping potential career advancement paths either within a function or across various functions. These provide employees with a clear understanding of the career trajectories that are possible for them.
According to the Global Talent Trends Report by LinkedIn, an active internal career management program can help improve a company’s retention rates by 4% [Source]
It may not always be feasible to get the entire organization on board with role-based learning programs and job architectures all at once. That is why it is important to first start with smaller subgroups. Starting small has a number of advantages, such as fewer resources required, fewer hurdles to overcome, and so on. Small groups can also be used as proof of concept required before expanding the implementation of role-based learning across the organization.
It is also important to get executive support to champion the cause. The main goal is to be able to scale job architecture and role-based learning programs across the entire organization, and that is something that will require support from the leadership.
It is important that the job architecture is reliable before moving on to role-based learning programs. Job architectures are not always as thorough as they could be, and an incomplete job architecture will not prove to be useful for actual workforce development as it will lack the information required to map learning paths for employees. That is why it is crucial to ensure that the job architecture is accurate and robust before building role-based learning programs based on it.
With a strong, well-defined job architecture, role-based learning programs can be crafted with multiple approaches, like building training paths that help employees:
In cases where employee responsibilities drift from formal job descriptions over time, it can lead to issues in creating role-based learning paths for employees. Job architectures should result in clear job descriptions with clear skills specified for each job role. Instead of building role-based learning around ad-hoc and informal responsibilities employees may have picked up during the years, the programs should be based on these job descriptions.
Job architecture acts as a universal, scalable framework, and the job descriptions it produces should be used and understood across the entire organization. Role standardization is crucial for proper workforce planning and development.
Building and maintaining an accurate, agile organizational structure and job architecture is crucial for organizations moving towards skill-based transformation. An organizational structure that is based on job architecture can bring whole new levels of transparency and give direction to an organization’s workforce planning efforts. Concrete definitions of roles and highlighting how different roles relate to each other under a proper job architecture make it easy for an organization to strategically develop its employees and cover the most pressing skills gaps in the organization. Role-based learning offers meaningful development opportunities aligned with employees’ career goals, which inspires them to develop their skills.
With Mercer | Mettl’s suite of assessments and solutions, organizations can elevate their workforce by making it easier for learners to discover transformative learning experiences.
Originally published February 9 2024, Updated February 9 2024
Vaishali has been working as a content creator at Mercer | Mettl since 2022. Her deep understanding and hands-on experience in curating content for education and B2B companies help her find innovative solutions for key business content requirements. She uses her expertise, creative writing style, and industry knowledge to improve brand communications.
Assessment Center Development Center, commonly known as ACDC, is a comprehensive tool used by organizations to evaluate prospective or current employees for workforce management and planning. ACDCs can be implemented virtually, physically, or in a blended format, using a suite of assessment tools.