The ability to transmit accurate job information across other HR areas such as compensation, recruiting, compliance, and performance is another benefit of a JDM system. Respondents felt that Compensation (23%), Recruiting (20%) and Talent Management as a whole (45%) were the HR areas most impacted by job descriptions. And you know what? They are totally right! Could you imagine trying to recruit an employee without really knowing what the job entails? Or attempting to compensate that employee fairly without first knowing the responsibilities and scope of the job? Or really doing anything in Talent Management without reliable job data?
Job descriptions also play a critical role in supporting your company’s compliance efforts. For example, the upcoming changes to the FLSA which was the topmost compliance-related concern surveyed organizations had regarding their job descriptions (56%). HR departments have until December 1 to verify that their jobs are classified correctly per the new overtime exemption rule that raises the salary threshold from $23,660 to $47,476. Jobs that are already classified correctly, will make for a much easier transition. These are just a few reasons why changes must be made to the way job descriptions are managed.
While using a JDM system to manage job descriptions is not yet the norm, more and more companies are starting ponder the idea of an automated system. Last year when asked if they were familiar with Job Description Management software, only 26% of those surveyed chose yes, while this year, that number has more than doubled, with 62% stating a familiarity with JDM Software. This significant increase shows that people are becoming more aware of the resources available to help them manage their job descriptions.
Are you considering making the change? If so, we’d be happy to help.
For more information about Buck's Compensation Planning for 2017 Survey or to order your copy, please click here.