PGN HR uses adult cognitive requirements assessment as well as point-factor method when analyzing and classifying jobs. We developed a large inventory of international and local benchmark jobs and built a highly structured standard from it. The standard consists of tiers, strata, and taxonomies of jobs.Elena Mason, CEO, Prudential Global Network
PGN HR's cognitive-based job classification method measures the requisite mental processes that have visible consequences and manifested in the work place. A few examples of such consequences may include, (1) delays in responding to issues (2) output that can be assessed for accuracy (3) consequences of errors in performances or lapses in judgment that can be scrutinized and categorized.
The results of such assessments translate into levels of work complexity through which PGN HR's proprietary method, "Levels of Work Complexity (LWC)" was born. PGN HR uses the following parameters as foundation for creating taxonomies, tiers, strata of jobs — a.k.a. "job architecture."
PGN HR’s Levels of Work Complexity© consist of classifying positions into one of six (6) levels of increasing job complexity and then further classifying jobs as high, medium or low in the level.
Parameters we use for classifying jobs into one of the six levels:
For decades, our curated solutions for job classification have been helping organizations in public and private sectors. Our approach is rooted in quality standards and adult cognitive requirements of each job within an organization.
Our deep understanding of the international and common classification and occupational groupings which comes in tiers, strata, and taxonomies shed lights into the often murky aspects of placing an occupation or a job in a specific structure.
It goes without saying that an objective analyst or administrator does have fiduciary responsibility to properly classify a job. Because it can affect both the employee's final take home pay, and the organization's bottom line.
PGN HR uses adult cognitive requirements assessment as well as point-factor method when analyzing and classifying jobs. We developed a large inventory of international and local benchmark jobs and built a highly structured standard from it. The standard consists of tiers, strata, and taxonomies of jobs.
Our approach to job evaluation takes into account our clients' business realities. We include dimensions that are important to our clients, which typically includes revenues, net profit, organizational strategic objectives, talent competition, and of course the factors that come with the job itself.
We seek opportunities to integrate our solutions with the client's existing system for job classification and further expand on our results through statistical analysis. We assign jobs in strata according to varying levels of adult cognition requirements as job complexities expands. Our results assist in determining the placement of jobs in the classification, grade, and ultimately in the organizational structure.
To validate the results of our method, we perform statistical analysis to arrive at a proper job stratus based on Job Complexity Level or Adult Cognitive Requirements. We use multiple regression analysis, measures of central tendencies, and measures of variability to analyze the predictive values of each factor and strength in relationship between major factors and job complexity levels. These statistical analyses allow us to determine exactly when jobs are properly classified, properly graded, and equitably compensated.