Hi all,
I'm managing a company that is bound to grow next year as our signed projects are yet to be started. Currently, there are only a very few staff available. Is it advisable for me to come up with a Job Grading System now, or should I wait until later when I have more staff?
If I need to implement it now, considering the limited number of staff at the moment, how should I go about it?
Please advise. Thank you!
From Malaysia, Petaling Jaya
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I'm managing a company that is bound to grow next year as our signed projects are yet to be started. Currently, there are only a very few staff available. Is it advisable for me to come up with a Job Grading System now, or should I wait until later when I have more staff?
If I need to implement it now, considering the limited number of staff at the moment, how should I go about it?
Please advise. Thank you!
From Malaysia, Petaling Jaya
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Hi Can you please advice the total number of staff and the nature of the business? Currently what system are you following? I hope any how you would have given designations to your employees.
From India, Bangalore
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728From India, Bangalore
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Hi,
I hope I can simplify it as best as possible. I'm employed under the holding company which holds Company A (Oil & Gas) and Company B (Network Securities). Company A is not even a year old, and Company B's projects will kick off next year. Currently, Company A has a few projects going on, and they don't require a lot of staff, so there's only a Project Manager on board for now. Soon, there will be a Business Admin cum Clerk and a Despatch.
Company B's project will be kicking off in the second quarter of next year, so hiring will start at the end of this year or early next year. We have an Accounts Manager for both companies, but he is outsourced. So, really, there are only two of us, Me (HR) and the Project Manager for Company A.
So, I'm wondering IF I should start developing a Job Grading system now (if it's possible) or should I wait until later once we start hiring? And also, if you have any suggestions on what the processes are.
Thanks!
From Malaysia, Petaling Jaya
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I hope I can simplify it as best as possible. I'm employed under the holding company which holds Company A (Oil & Gas) and Company B (Network Securities). Company A is not even a year old, and Company B's projects will kick off next year. Currently, Company A has a few projects going on, and they don't require a lot of staff, so there's only a Project Manager on board for now. Soon, there will be a Business Admin cum Clerk and a Despatch.
Company B's project will be kicking off in the second quarter of next year, so hiring will start at the end of this year or early next year. We have an Accounts Manager for both companies, but he is outsourced. So, really, there are only two of us, Me (HR) and the Project Manager for Company A.
So, I'm wondering IF I should start developing a Job Grading system now (if it's possible) or should I wait until later once we start hiring? And also, if you have any suggestions on what the processes are.
Thanks!
From Malaysia, Petaling Jaya
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Hi there,
Without a sufficient number of employees, it's not advisable to implement a grading system. At this point, it would be more appropriate to focus on establishing a designation system. A designation system can adequately cater to the needs of small and mid-sized organizations.
For your immediate requirements, you should plan the necessary positions, their respective roles, and the required job knowledge.
Thank you.
From India, Bangalore
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Without a sufficient number of employees, it's not advisable to implement a grading system. At this point, it would be more appropriate to focus on establishing a designation system. A designation system can adequately cater to the needs of small and mid-sized organizations.
For your immediate requirements, you should plan the necessary positions, their respective roles, and the required job knowledge.
Thank you.
From India, Bangalore
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Hello Lew Mable,
Like Jeevarathnam P suggested, for a company of your current size, it's not really necessary to have a Grading system. In a way, it would add to your workload and process without the associated gains. The core issue here is not if it's 'possible', but if it's 'necessary'.
Could you please clarify or confirm how this thought originated in the first place? There must be a reason why you believed that grading may be needed.
Considering your plans, I am not sure if implementing a grading system, even when you hire in end-2012/early-2013, will be truly necessary unless you plan to hire a large staff at once.
All the Best.
Regards,
TS
From India, Hyderabad
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Like Jeevarathnam P suggested, for a company of your current size, it's not really necessary to have a Grading system. In a way, it would add to your workload and process without the associated gains. The core issue here is not if it's 'possible', but if it's 'necessary'.
Could you please clarify or confirm how this thought originated in the first place? There must be a reason why you believed that grading may be needed.
Considering your plans, I am not sure if implementing a grading system, even when you hire in end-2012/early-2013, will be truly necessary unless you plan to hire a large staff at once.
All the Best.
Regards,
TS
From India, Hyderabad
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Hey,
Thanks so much for your feedback. I will take into consideration all your suggestions and advice. As for your query TS, the reason why I was thinking of implementing a grading system is if possible, I want everything to start as organized as possible. That's the thing, I'm not sure exactly how many people I will be hiring by the end of 2012 or early 2013, but it could be quite a number of people at a time. Hence, I thought if a job grading system is already in place, I wouldn't have to worry about it then. What I would probably need to do is just amend where needed. By the way, what is your idea of a large staff? How many people are we talking about?
Regarding what Jeevarathnam P mentioned, I do already have the designation system, just not in-depth as I'm still researching and trying to put together their responsibilities and such.
Sorry, all of this is quite new to me, and I have the opportunity to build something from scratch, so I want to do everything as right as possible rather than wrong (which, of course, along the way, I will incur some).
Regards,
LM
From Malaysia, Petaling Jaya
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Thanks so much for your feedback. I will take into consideration all your suggestions and advice. As for your query TS, the reason why I was thinking of implementing a grading system is if possible, I want everything to start as organized as possible. That's the thing, I'm not sure exactly how many people I will be hiring by the end of 2012 or early 2013, but it could be quite a number of people at a time. Hence, I thought if a job grading system is already in place, I wouldn't have to worry about it then. What I would probably need to do is just amend where needed. By the way, what is your idea of a large staff? How many people are we talking about?
Regarding what Jeevarathnam P mentioned, I do already have the designation system, just not in-depth as I'm still researching and trying to put together their responsibilities and such.
Sorry, all of this is quite new to me, and I have the opportunity to build something from scratch, so I want to do everything as right as possible rather than wrong (which, of course, along the way, I will incur some).
Regards,
LM
From Malaysia, Petaling Jaya
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There are many types of grading systems, sir. But for me, I just use the comparison system based on documented duties and responsibilities. I then establish the salary system attached to the job classification system.
From Philippines, Davao
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From Philippines, Davao
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Hi! I'm new to this forum. Hope what I share may be useful. It's great that you would want to be as organized as possible. It would be a good time to, since you are at the planning stage and do not have too many things on your plate currently. A Gantt Chart would be useful for you to plot the timeline for rollouts. You would be able to set the tasks involved and when possible, you could look into them. That way you would be working on meeting the needs of the near future. Hope this helps.
From Malaysia, Kuala Lumpur
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From Malaysia, Kuala Lumpur
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