Culture | Where to begin with job families?

Getting your job data house in order is never as easy as it first seems. You need to get a consolidated view of the jobs that you have in your organisation to understand the commonality of skills, jobs and work and the overriding framework that will be required for job families.

The traditional way to do this is to use a top-down approach involving in-depth conversations with individual teams to gain an understanding of what a specific function or department does, what jobs exist and the nature of work and skills. The challenge is that this can be quite a time-consuming and resource-intensive process.

Step one: consolidate and harmonise all your job data.

At RoleMapper, we recommend fast-tracking this with a data-driven approach, where you consolidate all your jobs across the organisation to identify commonalities of work and skills. Advancements in AI and Natural Language Processing can be a real game-changer. Leveraging this technology enables you to process large data sets from across the organisation to rapidly identify similarities and commonalities across all your jobs and create groupings aligned to the nature of work and skills, breaking down boundaries of organisational structures.

For example, a data-driven approach might show similarities and commonalities in jobs and skills across the organisation involving managing projects and programmes. This could lead to them being grouped together in one job family pulling in roles from different teams and departments. The traditional, siloed approach involving conversations with individual teams would have missed this opportunity.