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A majority of the job descriptions used in organizations and businesses across America are developed and maintained in a Word.doc file format. This means that the job descriptions are typed and usually follow a predetermined paragraph heading format. Without an automated job description questionnaire template, this process can become lengthy and it fosters inconsistency based on the creative nature of each person tasked with typing the job description content.
There are many HRIS systems out on the market today. Some are even being advertising on major TV channels like BambooHR and professional golfer’s shirts such as Workday. When you go to price these systems, sticker shock sits in and the HR department has a hard time convincing or gaining management’s approval to acquire these HRIS systems.
Organizations like to know how jobs stack up against each other, but often have a hard time coming up with a fair and defensible method to accomplish this objective. Most of the time, outside market data is collected and this typically is the driving force to determine if one job is more valued than another.
It is that time of the year when the organization’s leadership is looking for HR to provide merit and market adjustment budget numbers for 2017. To accurately derive realistic numbers, the HR team normally would have a compensation program that shows where each employee is within their pay grade range based on current pay levels, job valuing/job rating for each position and outside market data integrated together.