What Is Job Classification?

Job classification refers to a system used to classify and sort the different jobs in a company so that they can be evaluated according to pre-established criteria.

What Does Job Classification Mean?

Job classification, also known as position, function or trade classification, involves evaluating each of the positions in a company to determine the responsibilities associated with each one.

Job classification is used to determine the tasks, responsibilities and pay scale of a position to facilitate employee performance evaluations and the drafting of job descriptions.

How Are Jobs Classified?

Job classification is done by creating a grid that brings together all the positions and their responsibilities in one place.

To create a job classification, all the positions in a company need to be grouped according to their category: manual, clerical, technical, executive, etc. For each position, the required qualifications must be established and a list of responsibilities and tasks must be drawn up.

Why Is Job Classification Important?

Job classification is important because it facilitates human resources management and fosters forward-looking job and competency planning (JCP) within a company.

Job classification makes it possible to:

  • Create an objective map of the different positions in a company
  • Establish a hierarchy of functions
  • Manage a company’s workforce requirements more easily
  • Prepare recruitment campaigns
  • Monitor payroll trends

What Is a Job Classification Grid?

A job classification grid is a document containing the tasks, responsibilities and salary scale for each position in a company.

A job classification grid typically contains the following information for each position in a company:

  • The nature of the duties
  • The number of years’ of experience required
  • The training required
  • The responsibilities and tasks
  • The remuneration based on years of experience

What Are the Benefits of Job Classification?

The benefits of job classification in companies include:

  • Establishing fairer pay practices
  • Ensuring consistency between a company’s internal practices and remuneration policies
  • Justifying pay differentials between positions
  • Planning the organization’s workforce needs

What Are the Disadvantages of Job Classification?

The disadvantages of job classification include:

  • The data are restricted to the reality of a single company
  • Job classification is subjective
  • Job classification must be updated each time a new position is created
  • It is a tedious task

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