The primary objective of JOB CLASSIFICATION is to define and describe accurately the current duties and responsibilities of positions for the following purposes:
- To aid in recruitment by establishing meaningful qualification requirements
- To determine proper compensation
- To facilitate developing performance standards and performance appraisals
- To identify career and promotional tracks in organizations
- To assign responsibilities related to company business plans and strategies
Classification is based upon the objective elements of a position and does not consider the person assigned, or to be assigned to a job. The skills and performance of the person in the job are not considered when classifying positions. Rather, factors such as the scope and level of the duties and responsibilities, the relationship of the position to other positions and the decision making autonomy are assessed.
Just as people change in an organization, so do job classifications. Organizations are constantly changing job classifications due to new procedures, new initiatives and in some cases, technology.
As job classifications change it is important to consider the impact on employees and performance. A job that is re-classified may result in different reporting relationships, affect how people work together and alter performance measurement benchmarks. Any of these factors separately or in combination change the environment for employees and can result in positive or negative stressors. Different characters will respond differently to these stressors; some performing better with others declining in performance.
The use of the Character Assessment, Competency Matrix Assessment and Job-Balance Assessment tools should be an integral part of an organizations human resource strategy with Job Classification changes. These tools will establish the new level of alignment of employees, in terms of character dynamism, competencies and other parameters to those factors that initiated changes in job classification.