Global Grading System (GGS)

• Do you have coherence between jobs located in different business units, regions or globally?
• Do you need to reorganize your staff following a merger, divestiture or acquisition?
• Has your organization grown to the point where its lack of a job architecture is a constraint? 
• Do you need to find efficiencies in reward?
• Are you concerned about equal pay?

Our levelling tool helps you better manage costs and talent, grade jobs, free up HR resources, demonstrate value, and bring total rewards to life. GGS uses a mix of typical job evaluation and ranking approaches to allow companies to determine a job's size, and consequently value to the organization.

GGS lets you avoid time-consuming job evaluation sessions or highly specialised personnel. It adds value over traditional job evaluation by streamlining decision-making, reducing bureaucracy and managing complexity, simply and efficiently.

Benefits of GGS

• Limited bureaucracy - GGS is a web-based technology which means no committees, and the whole process can be paperless, ensuring HR can focus on adding value elsewhere.
• Dual career path methodology - GGS ensures that both management and professional careers are valued appropriately.
• Enhanced communication - the web-based GGS system enables line managers to play a key role in the process ensuring their buy in whilst HR still maintain control of the process - and ensures that the process can be easily communicated and understood.
• Limited consultant dependency - the organization can take control of the process after implementation.
• Facilitates change - the system ensures that it supports organizational change such as M&A.
• Directly link to data - Linked to Watson Wyatt market data creating a direct link to external benchmarking.
• Equal value defensive - enabling the organization to manage out existing pay gaps that could lead to legal claims.
• Culturally neutral / globally applicable - relevant to all jobs in all sectors around the globe.
• Total Reward management - the link to global salary and benchmark data facilitates a consistent approach for the allocation of pay, benefits and other HR programs.
• Complete flexibility - tried, tested, scaleable and online, GGS can be applied across a whole organization or to a business unit, country or function, allows multiple users in multiple sites and is operational in several core languages.

How does it work?

Step 1: Measure the size and complexity of the organization. This is conducted by assessing the following scope measures:

• Annual sales turnover
• Number of employees
• Geographic breadth
• Complexity / diversity

This approach allows for the complexity of large diverse global organizations to be assessed differently from smaller organizations with a national focus and a single product line. This sets the ceiling grade for the organization and creates a framework for all roles to be graded.

Step 2: Identify the band for the job by answering 2 to 5 questions. This step assesses the nature of the contribution of the job in one of the predefined dual career paths (either managerial or professional / technical) and the broad orientation of the job.

Step 3: Determine the Global Grade by evaluating the job against seven factors. Each factor (listed below) is described by a series of level descriptors for each band.

• Functional knowledge
• Business expertise
• Leadership
• Problem solving
• Nature of impact
• Area of impact
• Interpersonal skills

These are generic factors that are all weighted to ensure that GGS can be applied throughout any organization globally, and to any job.

To learn more about GGS, please contact us.