Hi All, I need to redefine my company’s exisitng grade structure, can you help me in that. Regards, Shabnam Gupta
From India, Mumbai
From India, Mumbai
Hello friend,
While some suggestions can be given on this issue it is necessary to consider the objective of redefining the grade structure.
Is it that there are too many layers and you want to reduce the number?
Or is it that the definition of grades is causing some problem?
There is no single formula for defining the structure. We could consider 4 levels in management category:
1. Junior Management - Asst Manager and Deputy Manager
2. Middle Management - Manager and Senior Manager
3. Senior management - Deputy General Manager and General Manager
4 Top Management - AVP and VP
So if we divide the 4 levels in 2 bands we have 8 grades.
If we divide any level in more grades the number will be even more.
We also need to define the role responsibilities for each level in generic terms and calculate POSITION VALUES through. There are various methods for job evaluation one is "Hay's Job Evaluation method" which calculates a position based on Knowledge, Problem Solving and Accountability as key elements.
You may need help from HR consultant for position evaluation.
If you give more details of the issue there will be more specific suggestions for the CiteHR members.
Regards
Nishikant
From United States, Greensboro
21While some suggestions can be given on this issue it is necessary to consider the objective of redefining the grade structure.
Is it that there are too many layers and you want to reduce the number?
Or is it that the definition of grades is causing some problem?
There is no single formula for defining the structure. We could consider 4 levels in management category:
1. Junior Management - Asst Manager and Deputy Manager
2. Middle Management - Manager and Senior Manager
3. Senior management - Deputy General Manager and General Manager
4 Top Management - AVP and VP
So if we divide the 4 levels in 2 bands we have 8 grades.
If we divide any level in more grades the number will be even more.
We also need to define the role responsibilities for each level in generic terms and calculate POSITION VALUES through. There are various methods for job evaluation one is "Hay's Job Evaluation method" which calculates a position based on Knowledge, Problem Solving and Accountability as key elements.
You may need help from HR consultant for position evaluation.
If you give more details of the issue there will be more specific suggestions for the CiteHR members.
Regards
Nishikant
From United States, Greensboro
Hi
How big or small is your company?
Number of employees? turn over? Industry?
Locations
Howeverf, an organisation has five distinctive levels.
Level 1 Doers/Front end people
Level 2 Implementors/ Supervisory/managerial Roles
Level 3 Planners/Problem Solvers/Guiders/
Level 4 Strategists/Link between the Board and The
organisation/Business Heads
Level 5 Visionaries/Long term Thinkers
Level 1 may have morfe grades say three to four grades. Other levels will have 2 gardes. Level 5 will have just one grade
Depending on the size you can decide the tools to be used
Siva
From India, Chennai
How big or small is your company?
Number of employees? turn over? Industry?
Locations
Howeverf, an organisation has five distinctive levels.
Level 1 Doers/Front end people
Level 2 Implementors/ Supervisory/managerial Roles
Level 3 Planners/Problem Solvers/Guiders/
Level 4 Strategists/Link between the Board and The
organisation/Business Heads
Level 5 Visionaries/Long term Thinkers
Level 1 may have morfe grades say three to four grades. Other levels will have 2 gardes. Level 5 will have just one grade
Depending on the size you can decide the tools to be used
Siva
From India, Chennai
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