Human Capital Development GLOBAL JOB MODEL

Transcription

1 Human Capital Development

2 Agenda What is it? A standardized Job Catalogue for all UniCredit Group Main Benefits Position and person Global Job Model and the 5 Fundamentals: backbone for the HR processes 2

3 What is it? The Global Job Model is a state-of-the-art system that describes and evaluates all the jobs within UniCredit Group. It is based on market practices and aligned with UniCredit Group business needs. It consists of two key elements: a standardized Global Job Catalogue a Global Banding structure GLOBAL JOB CATALOGUE GLOBAL BANDS The Global Job Catalogue is a standardized framework that creates a common language for all the Group in order to define roles and responsibilities The Global Banding structure is a framework which allows to evaluate and cluster all the jobs within UniCredit in 9 Bands, making them comparable in terms of weight, complexity, impact and scope The Global Job Model is the backbone for People Management Processes across the Group 3

4 A standardized Job Catalogue for all UniCredit Group It consists of 4 layers which group the about 300 global jobs first into Job Families and, secondly, into Job Areas, creating a common language to define roles and responsibilities 4 JOB AREAS 35 JOB FAMILIES ~ 300 JOBS Each Job family in the Global Job Catalogue includes Professional and Managerial Jobs MANAGERIAL JOBS People Managers achieve goals mainly through others and are characterized by: People management (leadership) Financial resources management Responsibility for results of a unit/team PROFESSIONAL JOBS Subject Managers achieve goals mainly through own work and are characterized by: Specific functional expertise Technical guidance Working within standardized procedures, under supervision For more examples, please explore the Global Job Catalogue on Group Intranet Group Intranet > Employee services> HR Mission & Model> Global Job Model 4

5 Main benefits Have awareness about career paths and professional development Identify the tasks and responsibilities of the position supporting the performance management Compare the jobs on contents and organizational impact, facilitating the internal and global mobility Be coherent in people management Follow the qualitative approach in the strategic planning of resources and succession plan Strengthen the Group identity through a common language Simplify the organization from thousands of jobs to ~300 jobs Standardize and harmonize the governance and the rules 5

6 Position and person THE RIGHT PERSON FOR THE RIGHT POSITION 1. Position point of view Mapping and weighting of the positions is based on activities fulfilled by the job, complexity, impact and scope following Business and organizational needs 2. Person point of view HR supports the Business to identify the person and cover the position. HR Processes are connected following the banding approach 6

7 Global Job Model and the 5 Fundamentals: backbone for the HR processes A common framework: the Global Job Model A common set of behaviours: the 5 fundamentals Key Tasks, Responsibilities and Competencies support people to understand what performance is expected from them The Global Job Profile indicates clearly what each Job is about & what is expected. This information can support the application for an open position Global Jobs help to define the pool of candidates to succeed open positions Global Job Titles identify positions in terms of Job content and Global Bands evaluate and cluster the job in 9 bands Global Jobs & Bands create a reliable base for compensation & benefit packages 7

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