Broad banding or narrow banding ? – part II

Yesterday I covered broad banding for one of my readers. He wanted some feedback on whether to decide for narrow or broad banding when redesigning their pay structures. As you have read, unless in some specific situations, I am not a big fan of pure broad banding. But that does not necessarily mean that I…

Broad banding or narrow banding

A new reader asks : “One of our major priorities for HR this year is to review current pay and compare it with market pay levels. To do this, we need to analyze and come out with recommendations. Part of the challenge is whether to recommend narrow banding so our people feel their careers progressing…

The challenges of writing good job descriptions

Ah, the good old job descriptions ! We all have a love-hate relationship with them, especially when it comes to writing them. The organisation can basically go down two roads : external or internal. This will most often be a choice dictated by a combination of budget /accessibility (or not) of funds and the time…

Do we need job descriptions ?

I am often asked : “Do we need job descriptions ?” A lot of managers ask for them. Of course, these managers very rarely think of doing it themselves and writing down the description, maybe even with the input of the employees who hold those roles ! Why do these managers expect HR to write…

From job evaluation to salary scales – the basics

One of my readers Naim asked me about how job grading and salary scales / salary ranges are linked so I will cover the steps leading to the design of the salary structure in an organisation. “Banding” or “job grading”  is done in order to enable comparison of roles across departments and functions within and…