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Using Job Architecture to Enable Digital Transformation

March 6, 2019

As companies ramp up hiring for technology roles, it can be challenging to determine where tech jobs fit in their job structures. Business and HR leaders are asking big picture talent questions that can actually be answered by revisiting their job architecture.

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New Business Challenges are Shifting Talent Demands. Is Your Business Ready to Meet Them?

The digital age is forcing companies to compete for a finite group of key talent, and it’s changing what th...

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Using Job Architecture to Enable Digital Transformation

As companies ramp up hiring for technology roles, it can be challenging to determine where tech jobs fit in their job structures. Business and HR leaders are asking big picture talent questions that can actually be answered by revisiting their job architecture.

NEXT FEATURE

The Latest Resources

The digital age is forcing companies to compete for a finite group of key talent, and it’s changing what they require of talent, as well as what talent requires of them.

Maintaining effective job architecture is like eating healthy and exercising — if you keep up with it, other aspects of life, such as sleep, improve. But when you’re not maintaining healthy...

As companies seek to hire more digital talent, many find that the historical career ladder approach with simple vertical progression no longer resonates.

Digital transformation is not only changing how organizations operate but also motivating business leaders to reevaluate their human capital strategies through job architecture.

Find out why we think the people still matter more than the technology and how HR leaders should be rethinking the way they approach people, jobs and performance.

Your employees: They are your most important asset; but also your biggest risk. Learn what the 10 inherent people risks are and how you can prepare your people risk management strategies.

This case study outlines how Aon partnered with a multinational organization to assess their current job architecture framework and develop new job descriptions, aligning the organization.