Comments for KnowledgePay Blog http://www.knowledgepay.com/blog Tue, 29 Nov 2011 21:40:32 +0000 hourly 1 http://wordpress.org/?v=3.2.1 Comment on Job Titles Do Have a Purpose by Drew Brown http://www.knowledgepay.com/blog/?p=51#comment-64 Drew Brown Tue, 29 Nov 2011 21:40:32 +0000 http://www.knowledgepay.com/blog/?p=51#comment-64 I readily admit that job titles have a purpose and I couldn't agree more that what was said in the first paragraph. I am a traditional Comp person and I've always believed that the job title should say something about the role of the job in the organization. Job titles should be as functional as possible. For example, HR jobs should have HR job titles, finance jobs should have finance job titles, and so on. I have debated with managers who like to call the jobs in their organization some exotic derivative of a standard job title thinking that there may be some kind of premium associated with a new and sexy job title. I normally tell managers that they have the discretion to use any public title they want, but when it comes to identifying a job by its title in our HR systems, that's my domain and I hold firm to exercising the discretion of identifying jobs by their internal systems-related job title. I am as protective of the job descriptions as I am job titles because job titles are part of the job description. In any organization, you have to pick your battles so I allow managers to control their external public job title in exchange for them relinquishing their control over internal job titles. I do find that sometimes the battle shifts in a debate over whether or not a standard job needs to have a modification created over minor differences in the original job classification. I find that the battles over the proliferation of job classifications is a much harder battle to fight. Ultimately, I've found that my relationship with a given manager will determine if I can keep the list of job classifications to a reasonable level and I use that same relationship to come to an agreement over job titles. I readily admit that job titles have a purpose and I couldn’t agree more that what was said in the first paragraph. I am a traditional Comp person and I’ve always believed that the job title should say something about the role of the job in the organization. Job titles should be as functional as possible. For example, HR jobs should have HR job titles, finance jobs should have finance job titles, and so on. I have debated with managers who like to call the jobs in their organization some exotic derivative of a standard job title thinking that there may be some kind of premium associated with a new and sexy job title. I normally tell managers that they have the discretion to use any public title they want, but when it comes to identifying a job by its title in our HR systems, that’s my domain and I hold firm to exercising the discretion of identifying jobs by their internal systems-related job title. I am as protective of the job descriptions as I am job titles because job titles are part of the job description. In any organization, you have to pick your battles so I allow managers to control their external public job title in exchange for them relinquishing their control over internal job titles. I do find that sometimes the battle shifts in a debate over whether or not a standard job needs to have a modification created over minor differences in the original job classification. I find that the battles over the proliferation of job classifications is a much harder battle to fight. Ultimately, I’ve found that my relationship with a given manager will determine if I can keep the list of job classifications to a reasonable level and I use that same relationship to come to an agreement over job titles.

]]> Comment on Market Pricing Social Media Jobs (Really, Any Emerging Job Family) by Mel Croner http://www.knowledgepay.com/blog/?p=34#comment-31 Mel Croner Tue, 20 Sep 2011 16:53:15 +0000 http://www.knowledgepay.com/blog/?p=34#comment-31 Chris has it exactly right! One can guess at the market for a job or group of jobs, like social media, or one can obtain market data that provides a valid estimate of what, really, is being paid. Salary data gathering sites such as Monster as well as networking sites such as LinkedIn can point to the general direction of "going" rates. However, the validity of such information must be taken with a grain of salt as there is no systematic follow-up to job matches and much of the data are self-reported. (Puffing is not prevented!!) The Croner Digital Content & Technology Survey starts with a planning meeting of participants to define what jobs are needed in the survey and the descriptions of these jobs. If these jobs are out there in enough participating companies, they will be included in the survey and data on the market rates reported. While social media jobs are moving fast, they are not moving that fast. As Chris pointed out, "hot" jobs come and go. Social media jobs currently are in the spotlight. Next year, it will be other jobs. The secret to understanding the market is simple, participate in relevant, professionally conducted surveys and use the data produced. Chris has it exactly right! One can guess at the market for a job or group of jobs, like social media, or one can obtain market data that provides a valid estimate of what, really, is being paid. Salary data gathering sites such as Monster as well as networking sites such as LinkedIn can point to the general direction of “going” rates. However, the validity of such information must be taken with a grain of salt as there is no systematic follow-up to job matches and much of the data are self-reported. (Puffing is not prevented!!)

The Croner Digital Content & Technology Survey starts with a planning meeting of participants to define what jobs are needed in the survey and the descriptions of these jobs. If these jobs are out there in enough participating companies, they will be included in the survey and data on the market rates reported.

While social media jobs are moving fast, they are not moving that fast. As Chris pointed out, “hot” jobs come and go. Social media jobs currently are in the spotlight. Next year, it will be other jobs.

The secret to understanding the market is simple, participate in relevant, professionally conducted surveys and use the data produced.

]]> Comment on Jacqueline Kuhn Recognized by IHRIM by Tom Mandel http://www.knowledgepay.com/blog/?p=14#comment-3 Tom Mandel Thu, 07 Jul 2011 14:35:47 +0000 http://v2.knowledgepay.com/blog/?p=14#comment-3 Congratulations Jacqueline!! Good job! Congratulations Jacqueline!! Good job!

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