DRAFT
CAREER FRAMEWORK
DIFFICULT ISSUES MADE EASIER It sounds crazy, but it’s
• Installing a new or upgraded HRIS. so much easier for me to
• Leveraging “Big Data” for people strategy and the HR function. learn about the needed
• Adding large talent pools due to M&A or major expansion. skills and pay levels of
• Equipping managers for productive career-planning discussions with new jobs outside of my
direct reports. firm than inside it.
Given the shortage of certain But years of cost containment,
technical skills, the changing global expansion, and mergers and
nature of work requiring new acquisitions have left many large
and different competencies, and growing organizations without
and today’s hyper-competitive an effective framework to manage
environment, it is critical that HR their workforce. This has created
and business leaders have current inefficient talent management and
systems and structures in place rewards programs, underutilized
to skillfully manage their people HRIS, and missed opportunities
assets. As such, top-performing to engage employees in
organizations today are reassessing career discussions.
their technology infrastructure and
thoughtfully organizing and defining
roles under a career framework. MERCER CAN HELP
Leverage our expertise in rewards,
By linking their job architecture to talent management, employee
HR programs and processes (such engagement, technology,
as rewards, succession planning, workforce planning, and analytics
performance management, and to help rebuild your career
others), these organizations are management infrastructure.
better positioned to:
Our vast experience and robust
• Deliver on technology’s promise Career Framework methodology
by aligning new and existing are combined to tightly link
systems at a data element level. HR programs so you can
more successfully:
• More quickly implement a human
resource information system • Manage your workforce.
(HRIS) and see a return on its
investment. • Enhance the employee
experience.
• Assist managers in counseling
direct reports on career path • Maximize the return on your
options, with an eye on filling career and reward program
critical roles from within. investments.
• Expertly manage large-scale • Accelerate business performance.
change, such as an acquisition.
www.mercer.com
DRAFT
BACK TO BUSINESS
Mercer’s Career Framework defines roles, competencies, accountabilities,
performance expectations, and development opportunities. It will benefit
your organization from multiple perspectives:
Better understand, allocate, and communicate rewards
and career opportunities, and optimally manage critical
assets — high-potential employees.
HR and
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leaders
See the path to potential career opportunities
and understand the competencies required and
reward possibilities.
Employees
DEFINING A CAREER FRAMEWORK
THE EMPLOYMENT LIFE CYCLE
Organizing jobs into a career framework provides the integrating
element to bring human resource programs together.
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DRAFT
WHY MERCER
Powerful technical competencies for each discipline are built into our framework.
Mercer’s Career Framework can support the deep technical knowledge and
skill descriptors needed to support critical workforce segments. We have
one of the industry’s largest databases — for each discipline (Sales,
Marketing, R&D, HR, Finance, Operations, Distribution, and Supply)
— that can be tailored to your company’s needs.
The employee perspective is key to our solution.
Too often, employees have more access to career options outside their own
organization. With managers better equipped with information about
competencies and rewards, employees can better map their career plans.
We have been working in this area for many years.
Mercer is no stranger to defining the composition, capabilities, and
requirements of your workforce; we have been working with career
frameworks for many years. We continuously fine-tune our approach
to adapt to the constantly changing world of work.
HOW WE WORK
Mercer’s Career Framework methodology involves:
• IDENTIFYING the right infrastructure given your business objectives.
• DEFINING the building blocks (such as accountabilities and
competencies) throughout the organization.
• ALIGNING the infrastructure across all talent processes (such as
performance, pay, succession, acquisition, and development).
• COMMUNICATING its benefits to employees, managers, and leaders.
CONTACT US
To learn more about Mercer’s Career Europe
Framework and how it can meet Chris Johnson (London)
your organization’s unique needs, [email protected]
contact us today or visit +44 20 7178 7343
www.mercer.com/talent.
Sue Filmer (London)
Americas [email protected]
Mary Ann Sardone (Atlanta) +44 20 7178 5546
[email protected]
Asia Pacific
+1 404 442 3502
Kate Bravery (Hong Kong)
Ilene Siscovick (New York) [email protected]
[email protected] +852 3476 3818
+ 1 212 345 8807
Copyright 2014 Mercer LLC. All rights reserved. Insert code here 13473A-TL-1408-2014
