The unit structure component facilitates establishing a structural framework for the organization by creating the necessary jobs, positions and job levels.
Through this component, you can create, edit and delete the following:
The various jobs required in the organization.
The positions required in the organization.
The various job levels to which the jobs can be mapped.
Creating a Job: Through this activity the user can create a job. This involves,
Defining the job with relevant attributes.
Mapping the job to required employment units.
Mapping required competencies to the job.
Specifying the qualifications required for the job.
Recording the terms and conditions required for the job.
The “Create Job” activity gives the user the flexibility to create and define a job independent of the assignments handled by the employee who holds the job and also position it, at the required level, in the overall job hierarchy of the organization. The job definition also provides for specifying whether Position Control is ‘On’ or ‘Off’ for the job. After defining the job with all the relevant attributes, the user can indicate whether the created job is applicable to all, login or selective employment units. If the job is to be made applicable to selective employment units only, the user can map the job to only those required employment units.
Mapping the job to the required competencies is an integral part of the definition process. The user can map various competencies essential for the job to maintain a repository of essential competencies for the job. The organization level competencies are inherited by the job but can be modified or deleted. Note that the system also facilitates editing the details of a job and to view the complete details of a job record.
Creating a Position: Through this activity you can create a position. Every job is associated with a department. Position is a combination of a department and a job.
Depending upon the value of the parameter ‘Position Control ON/OFF’ for the Job selected for the Position there can be two scenarios for creating a position.
Position control ‘On’ Scenario: It is Position Control ON scenario if the Position control has been marked as ‘ON’ for the job selected for defining the Position. In this scenario you can create position control IDs for the position. The system verifies whether or not the position control feature is active , for the job specified for the position. The position control is set to active or otherwise, for different jobs in the organization based on need. If the position control is set to active for the job for which the position is created, you are to specify the number of posts required for the position. Based on this, the system generates a position ID for each post. For example, if the number of posts specified is six, the system generates six position IDs.
You can also specify the required position control ID series to the position IDs generated by the system such as ‘MGR’ (indicating Managers) and all Position Ids that refer to a managerial Position can be generated as a series prefixed with ‘MGR’. The position control ID indicates the organizational and employment attributes of the position. The organizational attributes consist details such as, regulatory region, work location and the employment and business units for the position. A Position Control ID can be available at only one Employment Unit at one point of time. The employment attributes consist details such as, reporting to position, maximum headcount, Current head count, FTE and also the details whether the corresponding position is regular or temporary, and full time or part time. A Position ID can also be used to indicate the Job attributes of the Position. The attributes of the Job mapped to the Position can be modified over here. The competencies and the qualifications required for the position can be mapped to the Position Control Id. You can also set the status of the position control ID to active or inactive.
Position Control ‘Off’ Scenario: It is a Position Control OFF scenario if the Position Control has been marked as ‘OFF’ for the job selected for defining the Position. In such a scenario a combination of department and job results in a position and it is not possible to generate a Position ID series.
Moreover it is not possible to define further attributes for the position like the Regulatory Region, work Location, business unit, FTE etc. But the competencies and the qualifications required for the position can be mapped.
In the Position Control off scenario a Position will be available at that set of employment units which is commonly applicable to the department and job used for creating the position.
The ‘Edit Position’ activity can be used to modify the Department , Job or any other attribute of the position.
Creating a Job Level: Job Levels depict the hierarchy of jobs in an employment unit group. When jobs are defined in the organization, they are attached to Job Levels. The Job Level represents the relative position of an employee in the organization structure. The user can also map multiple jobs to a single job level.
The Create Job Level activity enables the user to define the various job levels that exist in an organization. A level code is generated by the system and each code can be assigned a description. There is no restriction on the number of job levels the user can create. For example, Level 1 can be CEO and Level 2 can be Vice President . The system also facilitates the creation/insertion of a new job level between two existing job levels. The Edit Job Level activity can be used for modifying the short description or the long description of the job level.