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HR Excellence: Assessing Human Capital

Just before the summer, we were happy to receive confirmation on a project providing consultancy services for the review of job descriptions, competencies, evaluations and salary structure at a young, successful and therefore growing organization in the oil and gas industry in beautiful Oman.

Actually, it was a project resulting from word-of-mouth advertising; the best type of advertising anyone can get, because it shows the success and result satisfaction the organization feels, thus becoming an ambassador for your company!

The HR-project to produce a complete system of job descriptions, job evaluation methodology, organizational walk-through, salary benchmarking, apparantly provided the organization with excellent results, a higher degree of HR-consciousness and a further professionalization of the organization.

Maybe one of the most valuable benefits of our approach is the translation of a great variety of jobs within an organization, that seemingly are incomparable into a comparative structure. In other words, it is possible to compare functions within an organization and with the market. Furthermore, using external salary data, the comparisons of the functions and their salary grades with those of other (competing) organizations in the market are made possible.

But the first steps are obviously about establishing a consistent complex of descriptions of jobs, that, when 'added together', achieve the results of the organization. These descriptions need to be consistent, cumulative and coherent to the organization. Then, based on these descriptions, job evaluations will be based on the same logic, so that a sequential measurement of the results of activities of the people in their jobs can be agreed upon and be made possible.


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