We are utilising a legacy grading system and linking back to Hay Korn Ferry Job Mapping and reference levels. Can you advise how you grade your roles and which methodology you use?
We are a industrial technology company. We use radford, mercer trs , hay . The primary is radford that we link to our internal job framework.
Seems to work ok since I implemented and building year over year data helps build a trend.
We use something similar to Hay but which was tailored a little for our organisation. We job evaluate benchmark jobs and then use job levelling and those benchmark jobs to grade new jobs. We've had our job evaluation and grading systems for a long time so would be interested to hear how your review goes, if possible? To see what we can learn from your experience.
We are a industrial technology company. We use radford, mercer trs , hay . The primary is radford that we link to our internal job framework.
Seems to work ok since I implemented and building year over year data helps build a trend.
We created our own grading tool, which was underpinned by Willis Towers Watson global grading methodology
We use something similar to Hay but which was tailored a little for our organisation. We job evaluate benchmark jobs and then use job levelling and those benchmark jobs to grade new jobs. We've had our job evaluation and grading systems for a long time so would be interested to hear how your review goes, if possible? To see what we can learn from your experience.