The relevant requirements of the existing positions are determined by a job evaluation. Aditionally job families, job titles, and career path models are used in the design of the job architecture. Thus the general requirements for each level are known and only have to be supplemented with function-specific content from existing job descriptions.
A job architecture distinguishes itself from a pure job title structure though the description of the requirements for each level. Thus the five levels of Professionals in our example are differentiated in the categories "professional knowledge", "experience", "problem solving", "process responsibility", "functional responsibility", and "people responsibility ".
A job architecture makes HR, managers and employees aware of career path possibilities and provides an easy to use and easy to communicate tool which is the basis for reward management, personnel and organisational development and additional tools of modern personnel management.
Transparency of career paths, requirements and open positions is fundamental to counter the horizontal and vertical segregation of the internal labour market and to provide equal opportunity for women and men.