Why Jobs Still Matter: Evolving Job Architecture & Supporting a Skills-Centric Approach with Workday
In part one of this series, we explored the ongoing transition to a skills-centric approach and why jobs will remain a key human-capital component, even as this shift gains momentum. Here in part two, we will delve into how the architecture of jobs is evolving to support a skills-centric approach and how Workday enables these ever-advancing practices.
What does job architecture mean?
Job architecture is far more than just a job catalog; it is a consistent framework of definitions and nomenclature used to describe jobs and their relative hierarchy within an organization. Job architecturerepresents the master set of job titles and profiles to be used across business lines and regions, ensuring consistency and clarity in roles and responsibilities.
Job architecture helps organizations categorize jobs, streamline work processes, set clear career paths, and provide growth opportunities for employees. By establishing a well-defined job architecture, organizations can create a structured environment where employees can see the potential paths in front of them and the opportunities available within the organization. This visibility into career progression can significantly enhance employee engagement and retention, as people are more likely to stay with an organization that offers distinct and attainable growth opportunities.
Where does job architecture fit in a skills-based organization?
In an agile organization, skills are at the forefront of job architecture. A skills-based job architecture harmonizes employees’ skillsets, capabilities, and corresponding proficiency levels with the activities and tasks required by specific jobs. It enables organizations to define what skills are needed where, and how required skills fit together to highlight both gaps and opportunities for filling them, often in unconventional ways.
When connected to a skills-based talent model, a skills-based job architecture can enhance productivity and efficiency while fostering innovation. By associating key skills with jobs, organizations can create a non-linear, matrixed career map that supports non-traditional career pathing, thus opening up new workforce deployment opportunities. This approach also provides flexibility, agility, mobility, and alternative paths to career growth, allowing employees to navigate their careers in ways that align with their interests and abilities.
How can Workday enable this shift?
Workday offers several tools and features to support a skills-based job architecture:
What innovations may lie ahead?
Workday continues to innovate and expand its capabilities to support skills-focused functionality based on strong job architecture features. Its roadmap includes enhanced machine learning algorithms for more accurate skill recommendations, expanded integration with external learning platforms, and advanced analytics to provide deeper insights into skill trends and workforce planning.
By leveraging Workday’s tools and features, organizations can create a dynamic, skills-driven approach that empowers individuals and optimizes their contributions through a well-defined job architecture. This approach not only enhances organizational efficiency but also fosters a culture of continuous learning and development, positioning the organization for long-term success.
A skills-based job architecture harmonizes employees’ skillsets, capabilities, and corresponding proficiency levels with the activities and tasks required by specific jobs.
