You say you have a pay-for-performance philosophy, but have you defined what great performance looks like across the jobs in your organization? Do managers throughout the company measure performance and allocate rewards consistently? Establishing a job-based information architecture across your people processes is the only way to consistently measure performance and lay the foundation for a true pay-for-performance program. Beyond simply writing job descriptions, defining what “good” and “great” look like and providing a framework that the organization understands and can evangelize is a challenge. But consistency and rigorous application are the only ways to meaningfully connect what you need people to do, how they do it, how to get them to do it better and what that’s worth, not just in pay, but in sales, customer satisfaction and employee engagement.
This webinar will discuss:
The information challenges of pay for performance.
How job-specific competency models set the foundation for defining and assessing performance.
Some best practices to establishing a job-based taxonomy.
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