Job Evaluation And Grading: How Many Grades?

[@Londoner-cd2wv]

Thanks for a great video. I'm the head of HR for a tech company and always keep up to date with the podcasts etc. Miost are just interviews whereas this is an actual 'how do' - great job!

[@hrhubtalk]

Hi L. I hear you. There aren't many leaders how there who want to talk about the details but it's great when I find one!

[@Ziyad.123]

Great content! I really learned a lot of things from this video. Thank you

[@hrhubtalk]

Thanks!

[@supa.scoopa]

Fantastic knowledge! Thank you so much, it's so helpful!!

[@hrhubtalk]

Glad you liked it!

[@ayonikeokereke9854]

I just love the presentation! I learnt so much. Thank you.

[@hrhubtalk]

So glad!

[@alicksikelo5881]

Very informative topic and detailed explanation....

[@hrhubtalk]

Thanks Alick!

[@karwithambui3615]

Very informative talk! Thanks for making this.

[@hrhubtalk]

Thanks Karwitha! He certainly knows what he is talking about.

[@charlottelee3865]

great content. keep up the good work!

[@hrhubtalk]

Thanks Charlotte! I appreciate the comment and support!

[@niclam1059]

Super useful!

[@hrhubtalk]

Right? I am biased, but I thought so too!

[@863Vegas]

Very informative, particulrly the quiz on determining the number of grades. It really provides a structured approach. I'd be interested to know how using these point factor methods dovetails with the market price methods that many companies utilize today. In today's market an entry level software engineer or data scientist is likely to command a salary that's as high or higher than many department heads. Although they may have less decision making, autonomy, no direct reports, etc., I'd be surprised to see them paid less than a department head of payroll, accounting, or talent management who's job is arguely bigger.

[@hrhubtalk]

Hi @RiskyGamble021. I thought the quiz was great too. I also agree with the question around balancing your job evaluation system with market pricing. I will see if Robert would answer the question and, if not, I will do an episode sometime on perhaps just this e.g. managing the compensation for hot skills. If you have any thoughts on that do share.

[@ibrahimtawalbeh5155]

I'd say the actual number of grades depends largely on the actual number of workforce and the actual different positions in the organization. Paterson Decision Band is a good guide on how to locate the positions in the right bands.

[@hrhubtalk]

Thanks for sharing the helpful and thoughtful comment Ibrahim - I appreciated Robert's approach, but I am going to look that one up as well.

[@RobertMosley-tt3hm]

Paterson is actually a South African "me-too" version of Hay, when Hay were not allowed to have an office in South Africa in the dark ages. Size of company does not affect the number of grades: some small companies with 100 jobs have 20+ grades, some large companies with 1,000 jobs only have 14 grades. The trend right now is the number of grades is going up, and should be 18-22 for most companies, and mainly based on single-steps (eg: 1 grade is 1 Hay level).

[@jenamisomountain2689]

Way to go Rob

[@hrhubtalk]

😆 Right? LOL

[@leilaaijarikova5247]

Very strong technical insights, but jokes are horrendous!

[@hrhubtalk]

I haven't watched it in a while but I think I remember the joke you are referring to. You're not wrong on either count!