More than anything, we wanted to create an affordable, accessible tool that empowered HR teams and gave them full control over their job grading process. With our system, you can independently carry out a job evaluation in your organisation - quickly and objectively!
If you want professional help, you can use our platform alongside the gradar-approved independent HR consultants in your area. It can be useful to complement your team with our experts - and you’ll still retain all the gradar knowledge in-house at the end of the project.
Here’s how you can use gradar:
Go at it alone
If you have the competency and capacity, you can work with gradar completely independently. Just sign up for the software and you’re ready to go! Don’t worry, you can always call us for technical support as part of your license agreement.
Work with our network
If you want some help here and there, you can use gradar with support from our expert implementation partners. You’ll get all the usual features and benefits of the software, as well as a friendly face to guide you through the job evaluation process.
Use your own consultants
If you have a long-standing relationship with an independent consultancy, you can use gradar as part of your current partnership. We’ll set you up in the system and then leave the rest to you... We’re always there if you need us, though!
What Can Gradar Do For You?
Starting out with job evaluation and gradar
Once you’re up and running with the gradar software, you’ve got everything you need to evaluate the jobs in your business quickly, reliable and with a high level of objectivity. When you’re ready to get started with your analysis, here are the key steps that we recommend:
Take a look at your company in terms of geographical scope, reporting lines and other dependencies. Create a project timeframe based on the number of jobs, number of participants in job grading sessions and the number of check-ins with different stakeholders. (In our experience most companies are able to evaluate between 20 and 30 jobs each day)
Using the gradar system, assign your jobs to their respective career paths of Individual Contribution, Management or Project Management. Select the appropriate factor levels to determine the requirements of each position. Seriously, it’s really that simple!
Quality controls and discussions with stakeholders are part of our service. And a final check of results in a global cross comparison is gradar best-practice. Once that’s done, you can use your grading results to develop a compensation structure or an entire job architecture.