job title structure

For a job title structure, market and organisational-specific requirements are taken into account.


Based on the results of an organisational analysis and a job evaluation, a corporate position title structure that is consistent across all organisational units can be developed. 

Titelbild

In this example, jobs for unskilled or semi-skilled workers are referred to as Operator or Senior Operator depending on the grade. Leadership positions for which a gradar grade 12 or 13 was determined are called Managers. These titles are supplemented with the relevant field of work, i.e. „Operator Logistics" or „Operator Production", and „Manager Accounting" or „Manager HR Administration" respectively.

Next to the alignment with job grades, the following questions should be taken into consideration when developing a job title structure:

  • Which is the leading corporate language?
  • Which job-families exist? Are there possible peculiarities of certain professions? Are established job designations such as "Accountant", „Controller", „Key Account Manager", „Project Manager", etc. available and in use?
  • Is the stringent combination of rank (Senior) + title (Specialist) + field of work (Engineering) feasible as a job title?
  • What are the requirements to a ranking or gradation of job titles?
  • Is it the intention to introduce organisation-wide uniform job titles which need to be translated into the local language or job designation?
  • Can the title structure be aligned with career paths?
  • Are there peculiarities due to reporting lines? Does, for example, reporting directly to a managing director (C-level) and / or the responsibility for a special subject area result in a special status and thus job title?
  • Which cultural and national specific topics are to be considered? In some cultures a new title plays a significant role in employee development.

Company-specific job title structures vary greatly, thus resulting in a high degree of intransparency. Therefore, for the development of a position title structure, the clear definition of needs and development options e.g. in the form of a job architecture is advantageous.

Internally structured job titles along with career paths and job grades create transparency and orientation for the organisation's employees.

Externally, career paths and offered job titles are an important component of employer branding and part of the employment deal in order to support recruiting efforts and emphasize the attractiveness of the employer.

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