A leading international pharmaceutical and healthcare organization was finding it difficult to manage the growth expectations of its staff. It had scaled up its operations rapidly over the past 2 – 3 years and the hiring had been predominantly market driven. This had led to a tight fitment of staff across grades. Over the last two years the growth expectations of the staff were leading to
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a lot of pressure on the apex of the pyramid. Internal equity was also a concern amongst staff as inter-reporting positions existed within the same grade. IN3X was brought on board to develop an analysis framework and structured fitment of positions in grades.
IN3X started the assignment by analyzing key positions and their fitment across grades. A detailed role analysis exercise was carried out where benchmark positions across the functions were studied and responsibility cascades across each function were developed. These cascades represented escalation of responsibilities across levels. After identifying common escalation criteria a framework for analysis of positions was designed. The existing jobs were analyzed against this framework and their relative fitment proposed. Detailed work level descriptors were developed to support future fitment of roles and guidelines developed to correct fitment anomalies. This analysis was presented to each function head for their buy-in and signed off across functions by the top management.
The key structural recommendation for the client was the need to split its broad bands into sub-designation levels.
The client is in the process of implementing the recommendations in a phased manner.