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Download
the flyer |
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Job evaluation is important to both employer and
employee. It's the cornerstone in the personnel management of
your company. You might even say that it's the only instrument
available to ensure integration of internal fairness and external
competitiveness.
PricewaterhouseCoopers can help you in building and implementing
all or part of a job-evaluation system that meets your company's
needs. |
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Our Job Evaluation
offering
PricewaterhouseCoopers offers different solutions for different
situations. We listen carefully to your needs and ask a good
many questions in order to arrive at the appropriate answers.
We then help you to prepare and devise the process and the tools
you will need.
If you wish, we will also guide you through the entire process,
e.g. writing job descriptions, design or select a job-evaluation
method, implement the chosen method (IFA, STRATA or tailor-made),
conduct discussions with unions, give information sessions for
employees, roll out the new classification, benchmark the salary
structure and implement and maintain it.
PricewaterhouseCoopers has a variety of approaches, which can
be adapted according to the nature of your answers. We help
you think about:
 a
system that fits your needs: every industry and company
has a specific business and people strategy, cultural differences
that require specific needs.
For this reason, PricewaterhouseCoopers provides a variety of
systems:
- standardised systems (such as the PricewaterhouseCoopers IFA
or STRATA methods)
- customised systems
- Job-Level Matrices
job
descriptions: these can be input- or output-oriented
depending on your strategy
stakeholder
management and communication: e.g. we have an agreement
on a “best-practice approach” with unions |
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| Job Evaluation Characteristics: |
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There
is no such thing as a single, universal job-evaluation system.
A
job-evaluation system must underline and enhance corporate strategy.
The
number of variable factors must be limited.
The
system must include people's competences.
Job
descriptions should be operational descriptions that can easily
be monitored.
There
can be various job evaluation systems depending on target groups
and objectives.
Job
classification is not a self-contained process but has to be
integrated into the HR value chain (recruitment, salary management,
performance management, development and career management).
Job
classification is not the property of a restricted group of
"experts" but belongs to line management and staff.
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A system that fits your needs
Every industry and company has a specific business and people
strategy, cultural differences that require specific needs.
For this reason, it is mandatory that the job evaluation is
individually tailored to each and every company.
3 approaches can be distinguished:
1. Off-the-shelf system: the PricewaterhouseCoopers IFA or STRATA
method
2. 100% customised system
3. A system based on a combination of existing methods (already
gathered in a database or customised methods) |
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