Agility | Why Job Architecture is critical for successful HR Tech integration

One impact of the global pandemic was an acceleration in the adoption of new technologies. HR was no exception, with many companies using the last two years to create process efficiencies, update old systems to boost productivity or implement new tools to help with their post-Covid recovery. However, this rapid increase has also brought its own challenges.

A survey by PwC found that 82% of organisations experienced problems with the adoption of new HR technologies. They concluded that most of these problems "can be linked back to planning phases that miss getting all the right people in the room to answer the right questions for change at scale".

It’s clear that, without solid foundations in place, integrating multiple HR technologies and building a tech stack can bring about more problems than it solves. Something we see time and again, is that if jobs aren’t fixed at the core or foundation, then it creates bigger and more complex challenges further down the integration process. Essentially, a sequence of chain reactions.

One key area to start is with your job architecture, which refers to the infrastructure or hierarchy of jobs within an organisation. It is an evolution of what used to be called job classification, which has now evolved beyond simply classifying jobs and encompasses job levels, job titles, job grades, how employees progress through careers and how they are rewarded.