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.
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:
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.