Understanding Job Classification Systems
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ScribdTranslationsUnderstanding Job Classification Systems
Translated by
ScribdTranslationsJOB CLASSIFICATION
It is the set of articulated and interconnected processes that human resources management,
develops with the purpose of organizing positions according to their organizational importance, a position that
they occupy, functions and responsibilities that correspond to them.
Classifying is integrating positions of similar valuation (regardless of their designation) into groups.
occupational, to provide them with equal treatment for entry and career development.
Forms of Job Classification
By Hierarchy
Level: classification or position assigned to a position based on its relative importance in the
organization.
Service: it is the segment of homogeneous organizational content that groups positions by their importance.
function they develop. By type of services, the positions are classified into:
Executive: its main functions are to direct, plan, and organize work, through definition or
participation in the design of the organization's general policies
Executive: their functions are administrative, specialized, complex, and/or involve direct supervision that
contribute to the achievement of the organization's objectives and goals.
Operatives: their functions are specialized, complex, and/or direct supervision tasks that contribute
to the achievement of the organization's objectives and goals.
By its Nature:
Class:
Proprietary: these are positions that perform functions of a fundamentally technical nature or
specialized whose area of action is generally related to the institutional mission.
Common: these are positions that perform support functions aimed at providing assistance, means and
services to the substantive areas of the institutions, and that due to their generic organizational content, are
equal in all institutions.
Functional Family: It is the grouping of positions with homogeneous organizational contents and levels of
different responsibilities, depending on the specialty and type of service they provide within the
institution.
Position Type: It is the grouping of specific positions or professional occupations with functions of
similar nature and elements of homogeneous organizational content, which allow for the identification of different
responsibilities within the same content.
Importance of Job Classification
The importance of classification is that it is a tool. This tool must be applied.
according to the needs of each organization.
Without the classification, one cannot advance, not even start.
The classification will allow for an approach to training through management that is
general and specialty.
Another function of classification is to organize and runs parallel to detecting the function and
organize the service. This is in the framework of making a diagnosis and a forecast.
CLASSIFICATION OF CHARGES
The classification of positions is the process of organizing the positions that the entity requires.
based on the technical analysis of your duties and responsibilities and the minimum requirements
required for their performance.
Job classification. A system through which jobs are analyzed, evaluated, and systematically ordered.
the different types of tasks that are carried out in a certain institution, considering factors such as
such as: duties and obligations, nature of these, degree of difficulty, academic preparation,
knowledge, experience, skills, and abilities that candidates for employment must possess.
USEFULNESS OF JOB CLASSIFICATION
For the Organization:
It serves to assign responsibilities in the execution of the tasks that make up the positions.
work of an organization.
2. It facilitates the coordination and execution of work and activities of the company or institution.
3. Through job classification, and essentially from the descriptions, information is obtained.
extremely valuable for better distributing the workload among the positions.
Objectives of salary administration.
With the establishment and/or maintenance of balanced salary structures, salary administration
it is proposed to achieve the following objectives:
Remunerate each employee according to the position they hold;
Reward him appropriately for his performance and dedication;
Attracting and retaining the best candidates for positions, according to the required records for
its adequate coverage;
Ampliar la flexibilidad de la organización, dándole los medios adecuados para la movilidad del
personal, rationalizing the possibilities of development and career;
Obtain from the employees the acceptance of the remuneration systems adopted by the company.
Maintain a balance between the financial interests of the organization and its relationship policy with the
employees.
Facilitate the payroll process.
Classification:
This system derives from the process of hierarchization, with the difference that in its development,
a scale of categories is established in which the positions fit in the process that leads to:
Job analysis.
The grouping of similar positions.
The determination of the classification categories.
The evaluation of the positions.
The allocation to the determined categories