A client and a reader's comment, both this week, helped call my attention to a need that is driving renewed interest in job content based job evaluation.
In response to my post When Is Job Content (e.g., Point Factor) Job Evaluation Appropriate?, a reader who heads compensation and benefits for an international company added another situation to my list: the need for a tool to help structure an entire global organization through comparing jobs across countries in order to create a boundary-less organization. In his mind, this is a key reason why many global companies are considering the move back to "traditional" job evaluation.
I had a number of discussions this week with a client who has hired me to help the organization figure out whether they should replace their current point factor job evaluation system with a market-based approach. This company is in the early stages of what will eventually be a significant global expansion. A senior executive confided to me that their current job evaluation system - for all the troubles it has been giving them in other areas - was absolutely instrumental in setting up a pay structure for a new Asian location where valid local market compensation data was very difficult to come by.
Perhaps globalization will indeed spur a new level of interest in point factor job evaluation. This is a trend that I will watch with interest.