HI,
This is my first time to communicate, my name is Mahadere Berhanou. I'm working for an international organization in Ethiopia and my position is Admin and HR Coordinator.
I have one question, we are currently trying to design a job grading system in our organization and we have done salary surveys taking other similar organization's experience.
I've got one question, how do you define, what variables do you consider to define Job grades. For example if you want to define Job grade 1 to Grade 2, what should be considered?
I would highly appreciate it if anyone will give me a reply.
Best,
Mahadere Berhanou
From India, Kalpetta
This is my first time to communicate, my name is Mahadere Berhanou. I'm working for an international organization in Ethiopia and my position is Admin and HR Coordinator.
I have one question, we are currently trying to design a job grading system in our organization and we have done salary surveys taking other similar organization's experience.
I've got one question, how do you define, what variables do you consider to define Job grades. For example if you want to define Job grade 1 to Grade 2, what should be considered?
I would highly appreciate it if anyone will give me a reply.
Best,
Mahadere Berhanou
From India, Kalpetta
Hey nice Query....but plz provide further information ....
a. Organization type(Software/Manufacturing...this would help to decide on the variants)
b. What is the existing grading system ? (This would help to know if any changes to be done at broder level or from scratch)
c. No of employees currently & expected growth in 2 years time
d. Departments/segments in the organization structure (Nature of organization)
Vinod Vijapur
From India, Mumbai
3a. Organization type(Software/Manufacturing...this would help to decide on the variants)
b. What is the existing grading system ? (This would help to know if any changes to be done at broder level or from scratch)
c. No of employees currently & expected growth in 2 years time
d. Departments/segments in the organization structure (Nature of organization)
Vinod Vijapur
From India, Mumbai
:D
Mr. Mahadere Berhanou
Hi
I am from Kolkata.
Your problem is very simple. The reply from Vinod is right. You may follow that.
I am just adding on to that.
Although I do not have any idea of the business of your Org.
Still at first you do a total and intensive skill and responsibility mapping of within your organisation. Do it as per the existing set of positions.(Technical / Non technical), Plant level and for office staff (Support staff) as well as for the key positions. Compare the existing positions vis a vis skill sets with the similar industries, you will realise and identify the positions. Once the similar positions with the given skillset is identified, go ahead and start making the salary structure keeping in mind the variants.
Vinod,
I need your comments also on this.
Regds.
SGR
Kolkata
Mr. Mahadere Berhanou
Hi
I am from Kolkata.
Your problem is very simple. The reply from Vinod is right. You may follow that.
I am just adding on to that.
Although I do not have any idea of the business of your Org.
Still at first you do a total and intensive skill and responsibility mapping of within your organisation. Do it as per the existing set of positions.(Technical / Non technical), Plant level and for office staff (Support staff) as well as for the key positions. Compare the existing positions vis a vis skill sets with the similar industries, you will realise and identify the positions. Once the similar positions with the given skillset is identified, go ahead and start making the salary structure keeping in mind the variants.
Vinod,
I need your comments also on this.
Regds.
SGR
Kolkata
Dear Mr. Mahadere Berhanou,
I am Raja Pillai from Dubai.
I assume you do not have a grading system and you would like to create a grading structure based on the salary survey survey result you had conducted.
Is the salary survey conducted from consultants from whom the grading points ranges are available?
For ex: If you would have conducted the salary survey from Hay Group, along with the market datas on salary, benefits they would have given the grade points with ranges also.
If yes, then, follow their Job evaluation system. Evaluate the positions from the relevant Job Descriptions. Place the Job evaluation result of the position as per the grading points provided..
I hope you find my explanation useful...
Thank you and best regards,
Raja Pillai.
Email :
From United Arab Emirates, Dubai
I am Raja Pillai from Dubai.
I assume you do not have a grading system and you would like to create a grading structure based on the salary survey survey result you had conducted.
Is the salary survey conducted from consultants from whom the grading points ranges are available?
For ex: If you would have conducted the salary survey from Hay Group, along with the market datas on salary, benefits they would have given the grade points with ranges also.
If yes, then, follow their Job evaluation system. Evaluate the positions from the relevant Job Descriptions. Place the Job evaluation result of the position as per the grading points provided..
I hope you find my explanation useful...
Thank you and best regards,
Raja Pillai.
Email :
From United Arab Emirates, Dubai
hi,
Grading and Designation and Salary range will depends on so many factors, i agree with Vinod comments on the same, you can map (A) relevan qualification vs (B) irrelevant qualification for desired position with (C) relevant experience vs (D) irrevelant experience , but one thing keep in mind that must map how many no of position will satisfy to all the position eg one will enter in your organisation with A and B combination and will take retirement from your organisation then make as AC, AD, BC & BD put marks accordingly and you can derive your salary structure, then you can get clear picture on it.
It is a long working and exercise hence require to put more time to clear , but above will give you an idea to derive any company for the same.
Regards
From India, Delhi
Grading and Designation and Salary range will depends on so many factors, i agree with Vinod comments on the same, you can map (A) relevan qualification vs (B) irrelevant qualification for desired position with (C) relevant experience vs (D) irrevelant experience , but one thing keep in mind that must map how many no of position will satisfy to all the position eg one will enter in your organisation with A and B combination and will take retirement from your organisation then make as AC, AD, BC & BD put marks accordingly and you can derive your salary structure, then you can get clear picture on it.
It is a long working and exercise hence require to put more time to clear , but above will give you an idea to derive any company for the same.
Regards
From India, Delhi
Hi
My scene is also like of Mahadere.
I've no exp in mapping of salary structure of industry. I'm at present working in finance company. Can somebody help in guiding the way ahead.
Rgds
Dev
From India, New Delhi
My scene is also like of Mahadere.
I've no exp in mapping of salary structure of industry. I'm at present working in finance company. Can somebody help in guiding the way ahead.
Rgds
Dev
From India, New Delhi
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Job Description - HR & Admin.doc
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