Hi All, I need to define the employee grades for my organization. The designations may be defined specific to their roles and responsibilities. I am looking at an overall grade system for all employees within which different designations will fit in.
It would help if anyone could share info/advice on this issue.
From India, Bangalore
2It would help if anyone could share info/advice on this issue.
From India, Bangalore
Dear Ramesh,
You have not specified Industry Type in your mail..
Designations & Grades can be formed according to that...For instance, in Manufacturing company workers, supervisors & managers can be divided into different Cadres as per their Roles & Responsibilities...(W1, S1, M1 ans so on...) in the same way, in any service industry say Financial company can have designation as per Sales & Support staff..
Regards,
Chaitali
Surat, Gujarat..
From India, Vadodara
You have not specified Industry Type in your mail..
Designations & Grades can be formed according to that...For instance, in Manufacturing company workers, supervisors & managers can be divided into different Cadres as per their Roles & Responsibilities...(W1, S1, M1 ans so on...) in the same way, in any service industry say Financial company can have designation as per Sales & Support staff..
Regards,
Chaitali
Surat, Gujarat..
From India, Vadodara
Hi,
Regarding the grading structure to implemented in your organization. First of all you have to take into consideration which model you are going to use to make the grading structure.
1) whether your going to compare job to job i.ae simple comparison
2) whether you are going to judge the value worth of that particular job ( Ranking Method)
3) whether you are going to judge the value worth of the job and also the factor which are responsible to perform the job in an efficient manner (Point Factor Ranking Method).
You can use the Point Factor Ranking Method to know the value worth of the job.
After Knowing the value of each position in the organization you can grading structure where you can allot certain points to each grade and respectively you can place the job titles in that particular grade.
This way you can define your salary catalogue i.ae you can define the range i.ae the Mean Median Maximum.
This are my view any other way of doing grading structure are highly appreciated.
Regards,
K.hari
From United Arab Emirates, Al Ain
Regarding the grading structure to implemented in your organization. First of all you have to take into consideration which model you are going to use to make the grading structure.
1) whether your going to compare job to job i.ae simple comparison
2) whether you are going to judge the value worth of that particular job ( Ranking Method)
3) whether you are going to judge the value worth of the job and also the factor which are responsible to perform the job in an efficient manner (Point Factor Ranking Method).
You can use the Point Factor Ranking Method to know the value worth of the job.
After Knowing the value of each position in the organization you can grading structure where you can allot certain points to each grade and respectively you can place the job titles in that particular grade.
This way you can define your salary catalogue i.ae you can define the range i.ae the Mean Median Maximum.
This are my view any other way of doing grading structure are highly appreciated.
Regards,
K.hari
From United Arab Emirates, Al Ain
Dear Mr. Hari,
Your point of view seems very interesting can you share the methodology of doing this ranking method and also this point factor ranking method if a manufacturing industry.
Regards,
Rai
From Germany, Munich
Your point of view seems very interesting can you share the methodology of doing this ranking method and also this point factor ranking method if a manufacturing industry.
Regards,
Rai
From Germany, Munich
Hi Ramesh
First of all a clear business strategy covering the core competencies of your Company to be compiled along with your functional organization chart. Every position has to be written in the form of KRA(key result areas)and analysing the same as it would impact the bottom lines. once for all the positions, the herarchies are sreated and this will define the position and designation in the organisation. The KRA has to be reviewed every tear with the business plan. For some areas positions will increase while we may some times will have to chop redudent positions continousuly. However, these are basic methods. we need to apply differently to different industry types.
Ramesh Rangachari
From India, Madras
First of all a clear business strategy covering the core competencies of your Company to be compiled along with your functional organization chart. Every position has to be written in the form of KRA(key result areas)and analysing the same as it would impact the bottom lines. once for all the positions, the herarchies are sreated and this will define the position and designation in the organisation. The KRA has to be reviewed every tear with the business plan. For some areas positions will increase while we may some times will have to chop redudent positions continousuly. However, these are basic methods. we need to apply differently to different industry types.
Ramesh Rangachari
From India, Madras
Hi Ramesh
First of all a clear business strategy covering the core competencies of your Company to be compiled along with your functional organization chart. Every position has to be written in the form of KRA(key result areas)and analysing the same as it would impact the bottom lines. once for all the positions, the herarchies are created and this will define the position and designation in the organisation. The KRA has to be reviewed every tear with the business plan. For some areas positions will increase while we may some times will have to chop redudent positions continousuly. However, these are basic methods. we need to apply differently to different industry types.
Ramesh Rangachari
From India, Madras
First of all a clear business strategy covering the core competencies of your Company to be compiled along with your functional organization chart. Every position has to be written in the form of KRA(key result areas)and analysing the same as it would impact the bottom lines. once for all the positions, the herarchies are created and this will define the position and designation in the organisation. The KRA has to be reviewed every tear with the business plan. For some areas positions will increase while we may some times will have to chop redudent positions continousuly. However, these are basic methods. we need to apply differently to different industry types.
Ramesh Rangachari
From India, Madras
hi
for defining or structuring grade first you need to define job description and then start with job analysis. then you should decide what kind of structure you will like to have in your organization like broadbanding , a tall vertical structure depending upon the industry.then You can proceed with either method given abovelike straight ranking, alternate ranking, paired comparison or point factor method.
regards,
gaurav
From India, Vadodara
for defining or structuring grade first you need to define job description and then start with job analysis. then you should decide what kind of structure you will like to have in your organization like broadbanding , a tall vertical structure depending upon the industry.then You can proceed with either method given abovelike straight ranking, alternate ranking, paired comparison or point factor method.
regards,
gaurav
From India, Vadodara
Dear Friends,
I have initiated the process of Grading in my organisation (Manufacturing unit).There are many designations which i feel are not required because job profile coincides with the other designation. e.g. Accounts Assistant & Accounts Officer.
Also another concern which i have is that their is huge variation in Salary packages between same designations in different departments.
The main objective of initiating the Grading Process is that theres uniformity in the salary of the employees and also to boost the morae of the employees.
Friends kindly suggest me how to proceed.
Any one can send me sample formats or communicate at [IMG]https://www.citehr.com/misc.php?do=email_dev&email=YnVnc2J1bm55MzEwOEBnbW FpbC5jb20=[/IMG]
Regards,
Bugs
From India, Mumbai
I have initiated the process of Grading in my organisation (Manufacturing unit).There are many designations which i feel are not required because job profile coincides with the other designation. e.g. Accounts Assistant & Accounts Officer.
Also another concern which i have is that their is huge variation in Salary packages between same designations in different departments.
The main objective of initiating the Grading Process is that theres uniformity in the salary of the employees and also to boost the morae of the employees.
Friends kindly suggest me how to proceed.
Any one can send me sample formats or communicate at [IMG]https://www.citehr.com/misc.php?do=email_dev&email=YnVnc2J1bm55MzEwOEBnbW FpbC5jb20=[/IMG]
Regards,
Bugs
From India, Mumbai
Hi friends,
I am working for one engineering organization, i need for one information, i am going to appoint in my organization engineering professional person, how can i assign designation pls advice to me,
Regards,
Thomas,
Id:
My Ph No:9444825895
From India, Madras
I am working for one engineering organization, i need for one information, i am going to appoint in my organization engineering professional person, how can i assign designation pls advice to me,
Regards,
Thomas,
Id:
My Ph No:9444825895
From India, Madras
I work with a 'Manufacturing Concern', and we are making a conscious effort to modify the existing grading coz we find it highly inappropriate to call somebody who works say for example in the Foundry Dept. as Jr. Executive or Sr. Executive. It sounds like we are designating an IT professional guy as Store Supervissor.
I have gone through the previous posts, and am specially inclined towards Mr. K. Hari's proposition and the "Point Factor Ranking Method ". I would be grateful, if you could further clarify how to classify the grades; and how to we give proper Band Levels and Designations.
Or for that matter, anybody from the 'Manufacturing Concern' who could share how they have graded the hierarchy, with special reference to Staff Category of employees[i.e. excluding Worker Category] in their organization.
Thanks in anticipation.
Warm Regards
Akanksha
From India, Bangalore
I have gone through the previous posts, and am specially inclined towards Mr. K. Hari's proposition and the "Point Factor Ranking Method ". I would be grateful, if you could further clarify how to classify the grades; and how to we give proper Band Levels and Designations.
Or for that matter, anybody from the 'Manufacturing Concern' who could share how they have graded the hierarchy, with special reference to Staff Category of employees[i.e. excluding Worker Category] in their organization.
Thanks in anticipation.
Warm Regards
Akanksha
From India, Bangalore
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