Job Architecture: Building structure into an evolving world
令人震惊的是，今年有81%的员工感到有倦怠的风险(2020年这一比例已经达到了令人担忧的63%)。. 他们说，精疲力竭的首要原因是感觉自己的努力没有得到足够的回报.
Job architecture = a consistent baseline and a career progression framework
Unfairness – whether real or perceived – particularly in base pay and rewards, is a key factor in employee disengagement.
A job architecture with clear job analysis and evaluation can help mitigate that risk. 工作架构为组织中所有员工的发展活动和职业道路提供了一致和透明的框架. It is the baseline for fair and equitable enterprise-wide job and title evaluation, which are essential in successful reward and development programmes.
A global job architecture is important, because:
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它使组织能够在整个员工生命周期中提供无缝的员工体验, including individual and targeted development and learning activities, transparent and sustainable career paths, and succession planning.
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HR can use it to provide predictive people analytics to the business, taking a major step towards strategic workforce planning.
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It enables future job analysis, development, and evaluation.
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It is a foundational platform for effective attraction, development, and retention of business-critical talent.
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组织能够全面了解工作的内部可比性和外部价值.
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It increases workplace flexibility.
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HR can have immediate, easy access to every role in the organisation.
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After M&A - job架构使人力资源能够快速地为企业提供未来组织的最有效的模型——基于最优的层级数量, impactful career paths, and consistency in job evaluations.
After implementing Mercer IPE
of organisations saved time on grading requests.
of companies saved time on the grading process.
years for most organisations to recognise measurable ROI.
Mercer IPE is an essential element of any job architecture
Mercer IPE是一种专有的全球工作评估方法，基于一系列与业务相关的因素和维度，这些因素和维度代表了核心工作属性.
IPE方法的应用提供了一个组织框架，该框架基于组织和更广泛的商业环境中工作的价值.
IPE implementation follows a simple process focusing on organisation structure, the complexities of the business, and the alignment of jobs to the business.
Career progression frameworks play a critical role in talent and succession
In a world filled with opportunities, how do you ensure talent chooses you, and then choose to stay with you?
辞职的原因之一是，人们在公司看不到长期的职业发展，或者看不到更好的外部选择. This risk can be managed with a strategic career framework.
Compelling internal professional development and career pathways form a critical part of talent attraction and retention. 精心设计和宣传的职业发展框架不仅能吸引新人才, 但它也能让你的员工和你一起成长和成长——创造出有吸引力的员工和体验.
Career frameworks also enable better strategic workforce planning, 通过将所有可能的职业道路映射到每个角色，从而加快业务关键角色的内部回填.
When viewed in such a light, a career progression framework should sit at the core of every HR strategy, touching on all workforce initiatives. 然而，我们的研究显示，令人惊讶的是，只有二分之一的公司有职业框架. The absence of one is likely posing challenges for attraction, retention, and internal backfilling of business-critical roles. Other common problems we see include:
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Lack of information
Even in organisations with formal career progression frameworks, 职业道路信息通常不容易获得，职业对话也不经常发生. 我们需要做更多的工作，帮助员工认识到，在他们自己的组织中，存在着建立职业生涯的诱人机会, 包括与他们的经理经常交谈，以帮助头脑风暴可能的职业发展, and strategise how to build their skill set.
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No structural support
In some organisations, 在定义业务部门的工作和职业架构时，它们之间存在明显的差异. 绝大多数人都在积极地创造新的工作岗位和/或增加跳板角色, frequently, there are also regional variations.
Career progression frameworks need to be intentionally designed at micro and macro levels. In this talent demand economy, 组织和直接管理者有责任构建和激励具有有意和有意义的运动的职业经验和道路.
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One-size approach no longer works
组织需要了解员工的经验和期望，并与之合作. In this era of the individual, just as employees expect to have a lot more agency about where, when, and how they work, 他们还希望充分了解自己的职业发展和晋升选择.
Because great career opportunities drive talent retention. Let your people grow with you.
职业生涯框架是每个人力资源部门的战略核心，涉及到所有员工的积极性, yet surprisingly, only one in two companies have a career framework. 这与70%的公司表示有信心在内部填补关键职位的情况不一致.
Compelling careers are built by career path frameworks
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Find out what development means to your employeesStart by asking your employees what a compelling career looks like from their perspective. What skills and experiences do they value? What growth opportunities are they seeking? By finding out what your workforce wants, you can create careers that combine their interests with the needs of your organisation.
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Design high impact careers using real career pathsIntentionally design the Transparency, 对职业道路的控制和速度，既能满足组织对现成技能管道的需求，又能满足员工对自己以正确速度前进的需求.
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Institutionalise a career cultureUsing technology to ensure career information is easily accessible. Facilitate movement and career progression by recognising non-lateral career moves, celebrating learning rather than just promotions, and rewarding high potentials with more meaningful career experiences.
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Make careers engaging and fun花时间确保管理者将员工的职业发展视为其职责的核心. 为人事经理提供谈话要点，告诉他们如何有效地引导职业对话，并明确目标，向员工展示你的组织是一个他们可以成长和繁荣的组织.
More insights from Mercer Job and Career Architecture
Mercer invests in job architecture methodologies. We conduct ongoing research to ensure alignment with the global marketplace, 我们致力于为企业提供管理多元化人才的领先平台.
我们的工作分析和评估方法使组织能够了解工作的内部可比性和外部价值，同时促进新角色和职责的快速发展.
Building on our expertise and best practice, we can help you create a job architecture without investing too many resources.