Prudential Global Network 
PGN Job Fox
PGN Job Fox is PGN HR's Statistical Job Evaluation, Classification and Compensation System. It is a cloud-based application that utilizes Robotic Process Automation (RPA) technology. It begins with PDQ and SPDQ as the major means of capturing job information. User interactions are enhanced through real-time entry corrections when errors happen. Visual reminders so tiny they won't annoy you, yet they grab your attention.
Highly repetitive tasks such as processes involved in classifying thousands of jobs, collecting salary data, analyzing market data, and reporting results are automated on enterprise level. Job Fox communicates and integrates with existing HRIS and payroll system.
PGN Job Fox is the technology we use to standardize information about job positions through systematic arrangements and categorization of jobs according to key functions, responsibilities, qualifications, and complexity of the work performed. This is the same application we use for collecting market data where registered users upload their data as and when there are changes to data.
Access to PGN HR's Job Fox Here
The creators of PGN Job Fox have studied more than 9,000 job positions in colleges, universities, governmental agencies, and fortune 500 organizations. The study began in 2004 and continues today as more and more organizations sign up to add their unique job positions into the results.
Features:
Data Uploads/Downloads
- UPLOAD DOCUMENTS
- Salary Spreadsheets
- Current Pay Plans in Excel
- Upload Policy Documents in PDF or Word
- Performance Records
- Exit Interviews
- Organizational Structure
- DOWNLOAD REPORTS
- Job Descriptions in PDF
- New Salary Structure Based on Market
- Recommended Job Placements
- Market Composite
- or Customized Reports
Analytics & Visualization
- Statistical Analysis
- Central Tendencies
- Comparative Ratios
- Non-Parametric Tests
- Parametric Tests
- Time Value of Money
- Linear Algebra
- Geometric Matrices
- Visualization Dashboard
- List Format & Table Format
- Charts and Graphs Summary
- Drill-down Information
- Download Capability
- User Customization Reporting Capability
Security and Governance
- Record Level Security
- User Authentication
- Public ID Services
- IP Based Access Control
- User Access Logs
- Employee Access
- Supervisor Access
- Manager Access
- Director Access
- Administrator Access
- Audit Trail and 2nd Layer Encryption
- Encryption in Transit and at Rest
Job Fox is scalable. It can be broad-based, meaning several like positions are grouped in one classification, resulting in fewer classifications. They can also be based on job family. Either way, under Job Fox all jobs are analyzed and placed in proper classification hierarchy according to jobs' complexity levels.
In classifying jobs into appropriate hierarchy, an objective job analysis process must be carried out. Job analysis starts with collecting information about the job through various means. The fastest way to collect data about jobs is through Position Description Questionnaire or PDQ, which is part of this application.
After jobs are analyzed and arranged in hierarchy, the next step is to attach corresponding value to the jobs. This process is called "Job Evaluation".
What is Job Evaluation?
Job Evaluation is a process of arranging jobs into a hierarchy of job worth -- using statistics and unique algorithm to objectively determine the job's value. Job Evaluation is also known as “valuing jobs”. The more complex the job’s demands, the higher the pay.
To determine a job’s worth, it is necessary to first identify compensable factors that are considered valuable to the organization. Compensable factors are driven largely by the organization's culture, and this fact is acknowledged and tapped when we work with organizations to identify factors that are important to them. Job Fox captures these information and attach quantitative values to each qualitative factor.
Compensable factors have varying weights depending on their importance to the organization. Some factors carry more weight than the others.
What Are Compensable Factors?
Compensable factors may differ by classification. Top executives have measurable goals and objectives that require specific knowledge and skills sets that are not universal to the organization.
Examples of compensable factors are: 10-year objectives, licensure, academic degree, industry experience, peer-reviewed journals and published research.
Job Fox is created by a Human Resources & Compensation Professional and a Cognitive Psychologist who specializes in Applied Adult Cognitive Development.
The creators of Job Fox have studied more than 9,000 job positions in colleges, universities, governmental agencies, and fortune 500 organizations. The study began in 2004 and continues today as more and more organizations sign up to add their unique job positions into the results.
