It’s no surprise that technology is transforming every aspect of business – and HR is no exception. Digital transformation is not only changing how organizations operate but also motivating business leaders to reevaluate their human capital strategies. In this era of constant change, companies need job architecture that is responsive and flexible enough to meet workforce needs. A modern job architecture attracts the right talent, provides a clear road map for employees to progress in their careers, and enables internal pay equity between functions.
1. Assess the current state of your job architecture.
Every organization has unique challenges and goals that need unique solutions. Starting with a thorough understanding of how your job architecture is currently structured will allow you to identify areas of strength and opportunity. Things to consider as you review your job architecture:
- How many new jobs is your company adding/looking to add?
- What types of jobs is your company recruiting?
- Is your company growing through acquisition and therefore need to reconcile another job architecture system?
- Do you have a long-term business plan to align with your workforce strategies?
A job architecture system that works for one company may not work for another. The amount and types of changes you make will depend on your starting point and end goals.
2. Stay current with new job market trends and skills.
A report from the Institute for the Future and Dell Technologies estimates that 85 percent of jobs that will exist in 2030 have yet to be created. Given the amount and pace of anticipated change, it is important to stay up-to-date with new skills and talent requirements. As the job market evolves, understanding what talent is looking for will help companies compete now and in the future since market trends help inform job titles, descriptions, and pathways.
3. Recognize that career paths aren’t always linear.
Traditional job paths usually require an individual to manage teams in order to progress in their career, leaving those who have subject matter expertise but not a desire to manage people with few options for growth. Incorporating dual career tracks in job architecture – one for managing teams, the other for expertise – provides today’s talent horizontal and vertical career opportunities. Additionally, dual career paths reflect the structure in place at many technology companies, which can be an additional selling point for attracting and retaining tech talent.
4. Provide flexibility within job functions and throughout the company.
Having a flexible job architecture ensures that your talent is responsive and accommodating – without the need to overhaul structure after every change. As business trajectory and needs change, so should your job architecture. Adopting and maintaining a job system that supports a changing workforce are key to enable digital transformation.
5. Review job titles and descriptions and update them regularly.
Outdated job titles and descriptions can be confusing not only to candidates but also to clients, internal team members, and stakeholders. When it comes to developing job titles and descriptions, finding a balance between specificity and adaptability is key. The goal is to be specific enough so there is clarity, but adaptable enough so there is room for change. Just like other systems in the workplace, job architecture requires regular maintenance to reflect the changes and evolution in your business and the job market.
To learn more about the intersection of HR and technology, download our whitepaper Using Job Architecture to Enable Digital Transformation.