Organizational & Learning Grid

Organisational & Learning Paradigm Grid create the following benefits for your business and workforce:

Consistently visualizes your company job architecture including grading and job titling system, job levels, level of organisational and common responsibilities, job requirements, core and leadership competencies, working actions, background requirements. Provides sustainable standard of organisational and employee learning aiming to grow Know How, foster product innovation, cultureal renewal and reduce costs. Provides governance framework for job analysis by determining the value of jobs to create and positioning as per job level. Provides standards organisational paradigm for by standarized job requirements including job globally recognised job titling education degrees, professional certificates, years of experience, daily actions to perform and aligned shared responsibilies across job levels. Provides a health check for job evaluations and verify job wieghtening through consistent job content at a time of job description creation. Also, it can work as substitute to job evaluation through all stages of business growth including start up stage. Provides consistent content for job description creation across job levels including job titles, job leveling, types of responsibilities, competencies and Know How and certifcations etc. Provides organisational restructuring framework by assessing current and proposed organisationl design against the Grid elements. Provides specific the level of intellectual challenge at each job level through consistent working actions those been developed distinctively for each job level to support depth of critical thinking, problem solving and innovation. Also, development and creation of new products and services over the long run. Provides a benchmark for determining learning needs, succession planning and career paths needs. Supports the soft side of total rewards throuhg innovative values, leadership style, organisational renewal and creation of individual potential and building for the future career. Also, such framework provides a toool for assessing strategic workforce planning and development requirements, people efficiency and effectivness initiatives. Creates meaningfull differences at all vertical job levels responsibilites (Organizatioal, Common) and (Functional) between sub job levels for a true reward based progression not just expectation based progression