In Human Resources, the job architecture ensures consistent job data, such as families, roles, job profiles, responsibilities and descriptions across the organization. This standardization is key for effective talent management, as it ensures everyone is on the same page regarding roles and responsibilities. Modules in SAP SuccessFactors, such as Recruiting, Onboarding, Performance & Goals, Succession, and Career Development Planning rely on the Job Architecture to understand job responsibilities, attract the right candidates with clear job descriptions, set expectations of competencies and skills, etc.
A summary of the main components of this Job Architecture are:
- Job Families: Used to broadly define job categories in your company. For example, you can have job families based on the function type, such as Human Resources, Executives, Sales, Finance, etc. These job families are then used to group associated job roles.
- Job Roles: Job roles are titles used to describe a job held by an employee within the company. Job roles specific to a group are bundled together under a single job family. For example, the roles IT Manager, Database Administrator, and System Administrator might be bundled under the family Information Technology while the roles Director, Vice President, and CEO might be bundled under the family Executives
- Job Profile: Job profiles are where you identify all the elements that make up complete profiles of a job or a position. They can leverage content libraries and include elements such as skills, competencies, employment conditions, job responsibilities, education, physical requirements, interview questions, etc.
- Job Code: Job Code is assigned to an individual employee as part of the Employee Data Import File or directly within Employee Central in Job Information. Within Employee Central, this is referred to as Job Classification, which is mapped to a Job Role, linking that employee to the Job Role and its attributes. Within SAP SuccessFactors, Job Roles can be used to capture a job description and/or a set of attributes (Competencies, Skills) required for a specific job.
- Position: A position is a specific instance of a role that can be filled by an employee, or it can be vacant. For example, we might have a Job Role / Job Classification called "Sales Director", and there might be 4 specific positions using that role (Sales Director West, Sales Director East, etc.).
In the context of SAP SuccessFactors Career Development Planning we will review the following:
- Competencies, Skills and Behaviors, definition and differences between them and between Goals.
- How to associate Competencies, Skills and Behaviors to Job Roles using Manage Job Profile Content.
- How Competencies, Behaviors and Skills can be evaluated in Performance and 360 Reviews, and displayed automatically based on the Job Role of the subject, using Job Specific Attribute sections.
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