Career job families - compensation management - Manu Melwin Joy
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Career families consists of jobs in a function or occupation such as marketing, operations, finance or HR that are related through the activities carried out and the basic knowledge and skill required but in which the levels of responsibility, knowledge, skill or competency needed differ.
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This document discusses various types of grade and pay structures used in compensation management. It defines grade structures as hierarchies that group similar jobs and pay structures as attaching pay ranges or scales to grades. Narrow structures have many grades while broad structures have fewer broader grades. Career family structures group jobs by function into families with levels defined by responsibilities. Broad banding reduces grades for more flexible pay. Pay spines show incremental pay points. Performance-linked compensation ties pay to goals. Incentives like bonuses motivate higher performance.
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Home CountryChinaCountry of InterestUnited States
Home Country
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Country of Interest
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Hierarchical
Egalitarian
Hierarchy: Description
HIERARCHY
The way people view authority and power, how much they defer to people in authority, if they feel entitled to express
themselves, and whether they feel free to make independent decisions and take initiative.
The defining characteristics of Hierarchy are:
How power is allocated or earned
How organizations are structured and run
Hierarchy
Hierarchical
Egalitarian
Hierarchy
Group
Individual
Group
Interpersonal
Transactional
Relationships
Indirect
Direct
Communication
Controlled
Fluid
Time
Internal
External
Control
Formal
Informal
Formality
Status
Balance
Motivation
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The amount of responsibility and control employees have
Expectations of social mobility
You can see attitudes about Hierarchy by these behaviors:
POWER, STATUS AND AUTHORITY
How roles and responsibilities are allocated. How much respect, deference, and privilege the team leader and senior
team members are afforded.
LEADERSHIP/MANAGEMENT STYLE
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which team members are empowered to take initiative and make decisions.
STRUCTURE
How the team is structured and how team members are selected. The type of reporting tools used.
FORMALITY
How formal the team meetings and other interactions are. What are the accepted levels of formality in verbal and
written communications?
Hierarchy: You
LOW: YOU ARE VERY EGALITARIAN
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merit. You think that leadership can be a shared responsibility, based on functional expertise, and should not take
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Career job families - compensation management - Manu Melwin Joy
- 2. Prepared By Kindly restrict the use of slides for personal purpose. Please seek permission to reproduce the same in public forms and presentations. Manu Melwin Joy Assistant Professor Ilahia School of Management Studies Kerala, India. Phone – 9744551114 Mail – manu_melwinjoy@yahoo.com
- 3. Career/Job Families • Career families consists of jobs in a function or occupation such as marketing, operations, finance or HR that are related through the activities carried out and the basic knowledge and skill required but in which the levels of responsibility, knowledge, skill or competency needed differ.
- 4. Career/Job Families • In a career family structure, the different career families are identified and the successive levels in each family are defined by reference to the key activities carried out and the knowledge and skills or competencies required to perform them effectively.
- 5. Career/Job Families • They define career paths – what people have to know and be able to do to advance their career with a family and to develop career opportunities in other families.
- 6. Career/Job Families • Typically, career families have between six and eight levels as in broad graded structure. Some families may have more levels than others.
- 7. A career family Structure
- 8. Career/Job Families • In effect, a career structure is a single graded structure in which each grade has been divided into families.
- 9. Career/Job Families • The difference between a conventional graded structure and a career family structure is that in the former, the grade definitions are all the same.
- 10. Career/Job Families • In a career family structure, although the levels may be defined generally for all families, separate definitions expressed as competency requirements exists for levels in each of the career families.
- 11. Career/Job Families • Career family structure provide the foundation for personal development planning by defining the KSA required at higher levels or in different functions and describing what needs to be learnt through experience, education or training.
- 12. Career/Job Families • Level definitions in a family can be more accurate that in a conventional structure because they concentrate on roles within the family with common characteristics.
- 13. Career/Job Families • A considerable amount of work is required to produce clear analytical level definitions that are properly graded and provide good career guidelines.